As an Action Learning Coach how would you handle the following situation:
You ask the team – “how are we doing on a scale of 1 – 10”, and get a response “I think we could be blah blah blah …”
Posts Tagged ‘Action Learning Coach’
As an Action Learning Coach how would you handle the following situation:
Someone answers a question that was asked of someone else.
As an Action Learning Coach how would you handle the following situation:
Someone asks an open question, then follows it with a couple choices for the response.
As an Action Learning Coach how would you handle the following situation:
Some makes a statement followed by – “do you agree?”
As an Action Learning Coach how would you handle the following situation:
Team members are coming and going as they please -either walking out to go to the toilet, or making phone calls. The rest of the members continue with the process. When you check in after each occurrence the team members indicate its ok.
As an Action Learning Coach how would you handle the following situation:
During the session a team members phone rings and they leave the table to answer it.
I’m new to this and still in training, but am wondering what happens when after the early stage of the first session there is no real agreement on the problem. My initial response would be to ask the group if they wish to gain agreement before continuing.
If it’s the first in a series of planned encounters, I would probably suggest to the stakeholders that if the problem is complex and not well understood, that a whole session be dedicated to defining the problem. This would mean that the issue presented is lack of clarity and agreement on the problem itself…but then I’m a researcher and have been trained to think that there needs to be clarity on the problem before you can go out and solve it, ie. you need to know what you’re solving. I would be interested in other views.
WIAL亚太区行动学习论坛即将于2011年11月20日在北京召开，感谢Skip博士ChoonSeng教练的大力支持，也感谢各位关注WIAL—Beijing成长的各位老师和朋友，希望本次论坛能够取得圆满成功。
Over several sessions, one of the members has disappeared for long periods of time and/or is frequently on his blackberry. During a standard intervention (what are we doing well /what could we be doing better), he was vocal in stating that he wasn’t convinced about the AL approach. He said “We’re all professionals here and are used to solving problems. I’m aware of the deadline for our presentation and we could make more progress without this approach if we could just all freely state our thoughts.” Others in the group stated that they felt the approach was helping the team and that the organization had failed to solve this problem three times in the past. Other team members also thought the team could do better coming to consensus more quickly and they agreed on an approach to experiment with. However, the “disgruntled” team member’s behavior continues. After a recent session, just as she is leaving the room, the coach overhears a few members who have remained behind talking about how upset they are with this team member’s behavior.
The members were enthusiastic to help the problem presenter and asked many good questions. However, the problem presenter commented it’s confidential info. and would not answer some of the questions. Members felt they were not able to help the problem presenter much if their questions were not answered and they could not see the value of action learning in this instance. But the problem presenter felt the session was useful to him in addressing his problem. In this case, what should the coach do to help the team to move on…?
As an Action Learning Team Coach how would you handle the following situation:
The group has been processing particularly well, but it has been more than 30 minutes since the last intervention.
As an Action Learning Team Coach how would you handle the following situation:
You have two problem owners for your project. You assume that the problem owners have coordinated the presentation of the problem for the kickoff session. As soon as one starts to present the problem the other interrupts with a very different view of the problem.
As an Action Learning Team Coach how would you handle the following situation:
A team member asks if you have any suggestions on how to solve the problem.
As an Action Learning Team Coach how would you handle the following situation:
Listening to the team you realize an obvious question they are missing. If they would just ask “blah blah blah” the true nature of the problem would become clear to everyone.
As an Action Learning Team Coach how would you handle the following situation:
During an intervention you ask “How are we doing taping all the knowledge in the room?” A participant says “We are asking questions and (s)he is answering them – isn’t that the rule?”