Posts Tagged ‘Action Leaning’
Auchan Retail in Ukraine is undergoing important changes and management transformations. Looking for a methodology to support the change at the different levels of the organization, Action Learning was confirmed as an excellent integral method and the first feedback is very positive. We have certified 12 Action Learning ambassadors who have in turn trained over 350 collaborators to implement Action Learning-based change initiatives in their different work areas.
“The WIAL action learning methodology is 100% in line with our goal which is to move to collaborative behaviors and helps people to be more open minded, creative and innovative.”
Frédéric Henin
Talent Development Director
Auchan Retail Ukraine
As an Action Learning Coach how would you handle the following situation:
The problem presenter decides to test the team but giving mis-information to the team. By the time this becomes apparent, many of the team members are upset to varying degrees.
As an Action Learning Coach how would you handle the following situation:
A member asks a particularly energizing question, several members follow this with additional questions before there is time for a response.
As an Action Learning Coach how would you handle the following situation:
One of the participants asks a question of the entire team, after a single answer the team moves on to the next question.
As an Action Learning Coach how would you handle the following situation:
Someone walks in the room where the team is working and passes a note to one of the participants.
As an Action Learning Coach how would you handle the following situation:
All of the questions are directed at the problem presenter. After asking the standard 3 questions no one has mentioned this.
As an Action Learning Coach how would you handle the following situation:
All of the questions are directed at the problem presenter. During the check-in the problem presenter says – “I feel like I am on a firing line.”
As an Action Learning Coach how would you handle the following situation:
During the last check-in the team agreed that they need to use more open question; yet they continue to ask mostly close questioned. Even with the closed questions, the responses are open. You’ve tried asking “What question are you answering?” they say that one. You add “What was that question?” They recognize it was a closed question and then give a closed answer. The next closed question the behavior repeats.
As an Action Learning Coach how would you handle the following situation:
You are coaching a team inside a company. The problem presenter is the owner of that company. The problem person is very verbose and rambles on even after he has answered the question. You’ve asked him: “What question are you answering?” several times. He responds ‘that one’ and continues to add additional information.
For us in AirAsia, Action Learning has helped introduce the concept of learning and leadership competencies in a manner that is practical and real, with teams working together to solve urgent, complex problems. For the past two years Action Learning has been positioned at the grassroots level, with priority focus on problem-solving and team-building skills.
“Our internal Certified Action Learning coaches are excited to continue and expand Action Learning as the cornerstone of the top leadership development programs for Air Asia, from Kuala Lumpur to Manila to Bangkok and more.”
Faz Kamaruddin
Group Head, Talent
Air Asia
As an Action Learning Coach how would you handle the following situation:
As you are opening the session and you start by reinforcing the ground rules. While you are speaking two participants start chatting (they’ve been in many session and already know the rules).
As an Action Learning Coach how would you handle the following situation:
When members of the team read their problem statement, what they read is clearly a solution. For instance – “Joe needs to hire me to do a team building activity with his team”.
As an Action Learning Coach how would you handle the following situation:
When members of the team read their problem statement, what they read is clearly a solution. For instance – “Joe needs to hire me to do a team building activity with his team”.
As an Action Learning Coach how would you handle the following situation:
Each member of the team is focused on their own line of questioning. This becomes particularly clear when participants start asking questions that have been asked by multiple participants.
As an Action Learning Coach how would you handle the following situation:
A member of the team you are coaching insists on answering questions that are being directed to the Problem Presenter
