Posts Tagged ‘WIAL’
“In the first session I realized how this process enables colleagues to constructively provide essential input and different viewpoints. The ground rules are disruptive to probably most standard dynamics in a team – in a very positive way! The process allows to surface elements that otherwise remain hidden or not voiced and this ultimately upscales the understanding of everyone. Only speaking when asked also prevents any sidetracks and increases the focus in the discussion. I found it a great methodology to improve effectiveness of the team.”
“I was genuinely impressed with the impact the Action Learning approach had on our team dynamics.”
Peter Streibl
Country Manager
Takeda, Thailand
As an action learning coach, how would you handle the following situation:
The team has been working diligently for hours. They decide together it’s time for a break and choose to take and hour, all agreeing that the action for this stretch of time will be to let their minds rest, but as additional questions come to mind they’ll keep note of it.
As an action learning coach, how would you handle the following situation:
The team decides it is too beautiful inside to stay indoors and opts to move outside to a picnic table.
As an action learning coach, how would you handle the following situation:
The team does not recall what norms they have set.
As an action learning coach, how would you handle the following situation:
Your favorite tool for diagraming a problem is a mind map. You know doing this would help the team see this problem much more clearly.
As an action learning coach, how would you handle the following situation:
Someone from the team gets up and turns the a/c on without checking with the other team members.
As an action learning coach, how would you handle the following situation:
The team has gone as far as they can defining a solution and there is still time left in the session. What they have identified is not well defined – but is as clear as they can get at the moment.
As an action learning coach, how would you handle the following situation:
A particularly poignant question is asked. This is followed by a long silence.
As an action learning coach, how would you handle the following situation:
The team is working for a single session on the problem of the day. As they each read out their view of the real problem it’s clear they are coming at it from multiple perspectives. Consequently, they are having trouble reaching consensus on the real problem.
As an action learning coach, how would you handle the following situation:
In the midst of a corporate problem that deals with developing a business development strategy for an organization with declining business, the company is purchased by a large conglomerate.
As an action learning coach, how would you handle the following situation:
A member uses their phone to check the time.
As an action learning coach, how would you handle the following situation:
The problem presenter says they were not helped at the end of the session.
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.