As an action learning coach, how would you handle the following situation:
The teams members are locked to the table. They are adhering to the two grounds rules but not making use of any other resources.
Posts Tagged ‘WIAL’
As an action learning coach, how would you handle the following situation:
You say “may I do a checkin?” amd a team member says “NO”
As an action learning coach, how would you handle the following situation:
You’ve been working many hours and the team is clearly exhausted.
As an action learning coach, how would you handle the following situation:
A member if the team decides they know the problem and the solution, so they will sit quietly until everyone else figures it out.
As an action learning coach, how would you handle the following situation:
A member if the team doesn’t understand the process and decides “EVERYONE” doesn’t understand.
As an action learning coach, how would you handle the following situation:
Your action learning group has met several times, asking questions to better clarify the nature of the problem as presented by the problem owner’s delegate in the initial session. It became clear after the second session however that the delegate could not answer most of the questions the group was posing, so the group agreed the problem owner should be invited to the next session. The problem owner came to the next session for about 45 minutes due to his tight schedule, and cancelled two meetings with the group over the next month. The delegate was running into scheduling roadblocks with the problem owner, despite his initial pledge that he was fully supportive of the effort. The delegate was becoming concerned that she was loosing credibility with team members and that they were losing motivation to participate.
As an Action Learning Coach how would you handle the following situation:
During the Single Problem Action Learning session, the coach reminds all team members a few times that they have to think about the actions they will commit to at the end of the session, in preparation for the follow up session. When the coach asks for the actions at the end of the session, several people have listed the same or nearly identical action. How would you react as coach ?
As an Action Learning Coach how would you handle the following situation:
The team in a single problem action learning set asks questions to the sponsor (the boss), and in addition to just answering the question, the sponsor talks about the context, history, options, ideas for solutions … and this even when the question asked was a closed one … Even if the team members become aware of this, they struggle – in particular in a high power distance (respect for authority) – to do anything about it. How would you as a coach intervene ?
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.
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.
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.”
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.
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.
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
As an Action Learning Coach how would you handle the following situation:
One of the participants does something that strongly supports their leadership skill.