As an action learning 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.
Posts Tagged ‘Action Learning’
As an action learning coach, how would you handle the following situation:
The team is working hard to come up with a single well defined problem statement. They’ve realized the problem is multifaceted and are struggling coming up with a single problem statement that covers all the aspects of the situation.
As an action learning coach, how would you handle the following situation:
The problem presenter decides this is a game where the team members have to guess what s/he is thinking the real problem is. Consequently, they keep their answer as short as possible, to the point of being evasive.
As an action learning coach, how would you handle the following situation:
The team has clear actions and a solution before the allotted time for the session has expired. You are uncomfortable that they have missed something.
As an action learning coach, how would you handle the following situation:
Many statements are made in response to a question that was posed to everyone.
As an action learning coach, how would you handle the following situation:
Team members are not adhering to the norms they agreed to.
As an action learning coach, how would you handle the following situation:
Someone asks a great open question, then follows it with a couple choices for the response. For example- What is it that bother you most about this situation? Is it A or is it B?
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 another question is asked and the team moves on to the next question.
As an action learning coach, how would you handle the following situation:
The team is working on a problem for a single session. One of the members tells you that they already have it figured out – both the problem and the solution- so they will not disrupt the process and sit quietly until everyone else figures it out.
As an action learning coach, how would you handle the following situation:
The team members address various perspectives of the problem. Clearly seeing multiple views as to the true nature of the problem. They ask questions that cause them to bounce from one perspective to another to another to another and back to the first. They continually repeat the cycle without settling on which aspect of the challenge to address.
As an action learning coach, how would you handle the following situation:
A norm that the team set is not working for them. For instance, they decide they must check with each team member if they want to respond to a question before moving to the next question. They discover this is slowing the process to a painful pace.
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“In the first session I realized how this process enables colleagues to constructively provide essential input and different viewpoints. The ground rules are disruptive to probably most standard dynamics in a team – in a very positive way! The process allows to surface elements that otherwise remain hidden or not voiced and this ultimately upscales the understanding of everyone. Only speaking when asked also prevents any sidetracks and increases the focus in the discussion. I found it a great methodology to improve effectiveness of the team.”
“I was genuinely impressed with the impact the Action Learning approach had on our team dynamics.”
Peter Streibl
Country Manager
Takeda, Thailand
As an action learning coach, how would you handle the following situation:
The team has been working diligently for hours. They decide together it’s time for a break and choose to take and hour, all agreeing that the action for this stretch of time will be to let their minds rest, but as additional questions come to mind they’ll keep note of it.