As an action learning coach, how would you handle the following situation:
The problem presenter asks a question.
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As an action learning coach, how would you handle the following situation:
A participant responds to the question they were asked and continues on with additional information that is no longer answering the original question.
As an action learning coach, how would you handle the following situation:
Early in the process a participant asks a closed question.
As an action learning coach, how would you handle the following situation:
A member responds to a closed question with an open answer.
As an action learning coach, how would you handle the following situation:
The fire alarm sounds.
As an action learning coach, how would you handle the following situation:
A member makes a particularly prejudicial remark. For instance – women don’t belong in the work force.
As an action learning coach, how would you handle the following situation:
An extraordinarily deep question is asked. The responder sits quietly for a minute than begins to weep.
As an action learning coach, how would you handle the following situation:
A member checks their voice mail during break and receives disturbing news. For instance – they are an emergency room nurse and one of their patients from the night before didn’t make it.
As an action learning coach, how would you handle the following situation:
A member bangs their hands on the table and stands angrily.
As an action learning coach, how would you handle the following situation:
All of the team members agree on the problem and a possible solution, but the problem owner insists it won’t work.
As an action learning coach, how would you handle the following situation:
You have changed roles from participant to coach. One of the team members asks you a problem related question.
As an action learning coach, how would you handle the following situation:
A member of the team asks another in an angry voice – How can you be such an idiot?
As an action learning coach, how would you handle the following situation:
You schedule 90 minutes for an Action Learning session. 60 minutes in the team has a clear solution.
As an action learning coach, how would you handle the following situation:
Most of the members rate the team at a 5 or 6 for how they are doing as a team. One member rates a 2 another a 9 on a scale of 1 – 10.
As an action learning coach, how would you handle the following situation:
The team wants the last 15 minutes to finish up the problem instead of doing the final reflection.