As an action learning coach, how would you handle the following situation:
A member of the team bangs their hands on the table and stands angrily.
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As an action learning coach, how would you handle the following situation:
During the session a team members phone rings and they leave the group to answer it.
As an action learning coach, how would you handle the following situation:
The team has agreed they are at consensus as to the true nature of the problem. When you ask who has the next question they continue to question the nature of the problem versus moving towards solutions.
As an action learning coach, how would you handle the following situation:
The team has generated a number of alternative perceptions, ideas, opinions, facts, etc. as to the true nature of the problem. Then the team starts focusing in on one (e.g., debating the merits or validity of the specific component) and omits other items from explicit consideration.
As an action learning coach, how would you handle the following situation:
A team member finally asks the question that you knew would bring the whole situation to light. The rest of the team responds but is confident that is not where the real problem lies.
As an action learning coach, how would you handle the following situation:
As you are opening the session and reinforcing the ground rules, two participants start chatting with each other (theyve been in many session and already know the rules).
As an action learning coach, how would you handle the following situation:
The problem presenter locks eyes with you when presenting the problem and appears to be just talking to you.
As an action learning coach, how would you handle the following situation:
You are working with a team new to Action Learning. The first questions is a closed question.
As an action learning coach, how would you handle the following situation:
The team is shifting in their understanding of the true nature of the problem. For instance the original problem is presented as How should we restructure the organization for efficiency? and they are shifting to The communication between team members has eroded to the point that we work against each other instead of helping each other.
As an action learning coach, how would you handle the following situation:
You ask the problem presenter to briefly state the problem but the person continues on for an inordinate period of time not only stating the problem but also describing contextual details related to the problem.
As an action learning coach, how would you handle the following situation:
The team is having trouble coming to consensus. You’ve asked what would help them come to consensus – they say ask more questions and immediately start asking questions before you have closed out the learning.
As an action learning coach, how would you handle the following situation:
The team is working on a porch with windows around three sides. As the session starts two participants stand up at the same time. One walks to one side of the room and closes a window, the other walks to the other and opens a window.
As an action learning coach, how would you handle the following situation:
The team has reach consensus on the problem and the goal but is having trouble transitioning to the solution phase.
As an action learning coach, how would you handle the following situation:
A single team member is asking all the questions of the problem presenter, the remainder sitting back observing.
As an action learning coach, how would you handle the following situation:
Participants are asking question upon question and no one is answering.