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

The problem presenter asks the team to suggest some solutions. The team members start telling stories of their experience. These stories aren’t answering the question – What are some potential solutions.

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

A member arrives to a three hour session one hour late.  You conduct coaching inquiries and he is smoothly integrated into the team.  15 minutes later he is exchanging friendly but sarcastic comments with a team member that end with him using a hand gesture that would cause most folks to take offense to a fellow team member.

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

You are coaching a leadership development program with a group of senior engineers…One of them is a Six Sigma Black Belt with years of experience in problem solving methods.  During the middle of your second meeting to frame the problem, the Black Belt notes that it is taking way too long to come to agreement on the problem.  Some of the Type A members of the group nod their heads in agreement.

As an Action Learning 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 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?). 

From Tom Janiak

As an Action Learning Coach how would you handle:

In the first session, there is a lot of humor in the team. Participants joke about the the 1st ground rule and answer in a parody manner, e.g. “Dear John, in reply to your question I would venture to say…”. Whenever you ask a serious question, like “what are we doing well?”, first comes a joke and only then a genuine answer.

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

The team you are coaching is working on a critical corporate problem in a leadership development program. The leadership program and work on the project is scheduled to be completed over six months.  Two of the eight people in the group do not show up routinely.
As an Action Learning 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 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.