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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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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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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As an Action Learning Coach how would you handle the following situation: You are coaching a team inside a company. The problem presenter is the owner of that company. The problem person is very verbose and rambles on even after he has answered the question. You’ve asked him: “What question are you answering?” several times. He responds ‘that one’ and continues to add additional information.  

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As an Action Learning Coach how would you handle the following situation: As you are opening the session and you start by reinforcing the ground rules. While you are speaking two participants start chatting (they’ve been in many session and already know the rules).  

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As an Action Learning Coach how would you handle the following situation: When members of the team read their problem statement, what they read is clearly a solution. For instance – “Joe needs to hire me to do a team building activity with his team”.  

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