hi all
I am wondering how you might determine if there is a point in a group, particularly a 1st time group, where the number, frequency or duration of interventions for learning opportunites become counter-productive to the groups performance? That is, the coach must decide to let some learning opportunities slide rather than pick them up straight away. I look forward to your insight or experiences.
Ross
Posts Tagged ‘Action Learning Coach’
As an Action Learning Team Coach how would you handle the following situation:
A participant asks the problem presenter a question that starts “Do you ….” The response is “no blah blah blah blah blah blah blah ….”
As an Action Learning Team Coach how would you handle the following situation:
At the start of the session you ask everyone “if they are ok with the rules” instead of “if they understand the rules” – someone says “no”.
As an Action Learning Team Coach how would you handle the following situation:
Just prior to the beginning of the meeting, the group is informed that a member has been asked by her boss to handle an emergency, and will not be able to join the group for the first 2 hours of the session.
As an Action Learning Team Coach how would you handle the following situation:
The team is attempting to analyze the problem situation in a search to identify the one key variable that they can influence or change to create movement in the direction of their established goal or end result. They are debating the relevance of only a few factors and seem to be ignoring the probability that the problem situation was caused or is perpetuated by multiple factors.
As an Action Learning Team Coach how would you handle the following situation:
Every time the team seems close to getting to consensus a question is asked that takes them someplace else. You realize there are two levels that are being looked at – some participants are focused at a single group level (How do I address this with my group?), others at a corporate level (How do I address this with all groups?).
As an Action Learning Team Coach how would you handle the following situation:
The team is involved in generating a number of alternative perceptions, ideas, opinions, facts, etc. The team focuses on only one (e.g., debating their merits or validity) and omits other items from explicit consideration.
As an Action Learning Team Coach how would you handle the following situation:
The problem presenter schedules a half hour meeting immediately before the Action Learning session. During this meeting they present their solution to the problem about to be discussed in the Action Learning session.
As an Action Learning Team Coach how would you handle the following situation:
A member of the team asks you – is it ok if I ask myself a question?
As an Action Learning Team Coach how would you handle the following situation:
You are doing a leadership development program with 8 peers in a consulting firm. One of the participants reports that her boss brought an issue with her yesterday that she had discussed in the action learning group a week ago. She is very upset. (The problem centered around not being given the responsibility that her boss had promised her when she was hired a year ago.) Additionally, the team had agreed to keep what was said during the Action Learning sessions in the sessions.
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 did not complete the tasks that she had agreed to do at the session held last month.
As an Action Learning Team Coach how would you handle the following situation:
A particularly poignant question is asked. This is followed by a long silence.
As an Action Learning Team Coach how would you handle the following situation:
Two team members were arguing in the hall before the set started. As soon as one says something, the other rolls their eyes and mumbles something under their breath.