Posts Tagged ‘WIAL’

As an action learning coach, how would you handle the following situation: You’ve agreed to do a demo for an organization and ask your contact to be the problem presenter. Your contact decides to test the team and the process by giving mis-information. In other words lying when they respond to questions. By the time this becomes apparent, many of the team members are upset and have made the decision that the process is stupid.
As an action learning coach, how would you handle the following situation: You ask the team how they want to process based on how they said they could come to consensus. One of the participant shouts out an idea and jumps up to get it started before any other team members have had a chance to respond.
As an action learning coach, how would you handle the following situation: The team is working extremely well. Exploring deeper and deeper avenues as to what the problem is.
As an action learning coach, how would you handle the following situation: A team member who is neither the responder nor the questioner, becomes withdrawn after listening to the exchange that has just taken place.
As an action learning coach, how would you handle the following situation: Two vocal members chit chatted with each instead of engaging in the problem solving. Their behavior repeated despite the intervention with team consensus to have one conversation at a time.
As an action learning coach, how would you handle the following situation: As team members come in and sit down all the participants in leadership roles sit on one side of the table; everyone else on the other.
As an action learning coach, how would you handle the following situation: The team has decided they should capture the themes that they are hearing on the white board. As they begin someone asks another question that leads them back to investigating the problem.
As an action learning coach, how would you handle the following situation: The group has been processing particularly well, but it has been more than 30 minutes since the last intervention.
As an action learning coach, how would you handle the following situation: You are presenting an Introduction to Action Learning. You ask for someone to volunteer a problem. The problem presented is “I need to upgrade the operating system on my computer.”
As an action learning coach, how would you handle the following situation: A participant asks another participant to explain what the intent behind their question was. For example, saying – “It feels like a there is a question behind your question. I’m curious what that question is?
As an action learning coach, how would you handle the following situation: A participant is asked to take an action and declines because they know they do not have time to complete it.
As an action learning coach, how would you handle the following situation: Two teams during a leadership development program agree to complete confidentiality. During the break they chat with members of the other team about the problem they are working on.

Scenario: Trust

As an action learning coach, how would you handle the following situation: A team member is sharing during an intervention and says – Wow, I can’t believe I just shared that, I can’t believe how comfortable I’ve become with this team.
As an action learning coach, how would you handle the following situation: During the session someone jumps up to the easels and starts capturing the important things that are said.

Scenario: Expert

As an action learning coach, how would you handle the following situation: As the problem progresses you realize you have a poignant piece of information that could be tremendously useful to the team, as the problem they are discussing is in your field of expertise.