As an Action Learning Coach how would you handle the following situation:

The problem presented is outside the control or influence of the problem presenter and the team. For instance: A consultants presents about an organization he does not consult for – Organization A has a culture of fear.

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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.”

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As an Action Learning Coach how would you handle the following situation:

An animal – bird, monkey, or other – enters the room through an open window.

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As an Action Learning Coach how would you handle the following situation:

Someone asks a question that changes the depth and understanding of the true nature of the problem.

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Eastern Caribbean Central Bank (ECCB) created a 9 month customized leadership development program to prepare its top managers to recreate the organization for greater effectiveness over the coming decades in a complex multiple-stakeholder environment. Action Learning was the key part of the program, and the part that participants appreciated the most !

“The Action learning group segment was vital as it created accountability and heightened the importance of active listening, working collectively and giving and receiving feedback.”

Danny Caine
Chief of Security
Eastern Caribbean Central Bank (ECCB) Caribbean

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As an Action Learning Coach how would you handle the following situation: One of the participants does something that strongly supports their leadership skill.  

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As an Action Learning Coach how would you handle the following situation: You ask the team members how we are doing on a scale of 1 – 10. Most of the members say 7 or 8. One says 2.  

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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

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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.  

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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.  

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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.  

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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.  

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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.  

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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.”  

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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.   

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