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.
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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.
As an action learning coach, how would you handle the following situation:
The team consists of a vice president and four of his reports. One of the reports asks a question and the vice president asks – “Why did you ask that?”, The Vice president than asks a question that a team member than asks – “Why did YOU ask that?” – their tone makes it clear that they are retaliating for the boss having questioned someone’s question.
As an action learning coach, how would you handle the following situation:
Each member of the team is focused on their own line of questioning. This becomes particularly clear when participants start asking questions they have asked multiple times.
“I saw that when the accountability becomes ours, the collaboration just happens. We also made our environment very safe and very stimulating. I believe that Action Learning has created a new purpose for our organization to help others.”
Ashwini Timblo Gupta
Owner
Pathfinders Preschool
Mumbai, India
As an action learning coach, how would you handle the following situation:
At the end of the session when you ask the team members what they will take back with them, one of the participants says – we are already seeing a shift in how we work together. It’s amazing – people are making sure they understand the problem before jumping to solutions, they are asking powerful curious questions, and they are taking time to really listen to each other.
As an action learning coach, how would you handle the following situation:
The team has been working on this problem for several sessions. This will be their last session to develop a complete, implementable solution. The team is attempting to analyze the problem in a search to identify the one key variable that they can influence change to create movement in the direction of their established goal or end result. They are debating the relevance of only a few factors and seem to be ignoring the probability that the problem situation was caused or is perpetuated by multiple factors.
As an action learning coach, how would you handle the following situation:
During the learning check-in the team has identified all of the learning opportunities you had noted both in terms of what went well and what could be better.
As an action learning coach, how would you handle the following situation:
The team will only be working on this problem for one session. It’s extremely urgent that they find a solution to the problem, as lives are literally at risk. Every time the team seems close to getting to consensus a question is asked that takes them someplace else. You realize there are two levels that are being looked at – some participants are focused at a single group level (How do I address this with my group?), others at a corporate level (How do I address this with all groups?).
As an action learning coach, how would you handle the following situation:
You recently attended training and learned a new way of doing root cause analysis. You know if you share this with the team they will be able to identify the real problem much quicker.
As an Action Learning coach, how would you handle the following situation:
The team is not utilizing any tools for problem solving other than Action Learning.