WIAL Talk
Scenario: One bite at a time
Scenario: Distrusting Culture
Scenario: Missing Sponsor
Scenario: Quick Response;
Scenario: Conflicting Priorities
Scenario: Missing Participants
Scenario: Emotional moment
Scenario: Prioritized Problems
Scenario: Broken Trust
Scenario: Meyers Brigg
Scenario: Pre-existing Condition
Scenario: Learning Styles
Scenario: Finish Up
Scenario: Process Question
Scenario: Taking notes
Scenario: Open says me
Scenario: New information
Scenario: Agreement
Scenario: Overly Focused
Scenario: Finally
Scenario: Eye lock
Scenario: Closed Question
Scenario: Long Problem Statement
Scenario: Process
Scenario: Windows
Scenario: Shifting to Solution
Scenario: One on One
Scenario: Unanswered questions
Scenario: Electronics
Scenario: Left out
Scenario: Problematic Problem Presenter
Scenario: Low Energy
Scenario: Deep Learning
Scenario: Coffee Break
Scenario: Curious Questions
Scenario: Body Language
Scenario: Important People
Scenario: Brainstorming
Scenario: Power of the Pen
Scenario: Missing Action
Scenario: Self monitoring
Scenario: Other problem
Scenario: Unkind Gesture
Scenario: Consensus
Scenario: Non-responsive
Scenario: Clear Actions
Scenario: Powerful Question
Scenario: Powerful Question
Scenario:My Time
As an action learning coach, how would you handle the following situation:
Well answering the question “What could be better?” the team slips back into problem solving even though you have not concluded the check in.
Scenario: Guess
As an Action Learning Coach how would you handle the following situation:
The problem presenter decides this is a game where the team members have to guess what they are thinking the real problem is. Consequently, they keep their answer as short as possible, not giving any more information than s absolutely required to answer the question.
Scenario: Explaining
Scenario: Last Call
Scenario: Finally
Scenario: Backfire
Scenario: Self Monitoring
Scenario: Shifting to Solution
Scenario: Door
Scenario: Windows
Scenario: Bathroom Breaks
Scenario: Going Through the Motions
Scenario: Distrusting Culture
Scenario: Arrogant E,ployee
Scenario: Laundry List
Scenario: Agreement
Scenario: Leading Question
Scenario: Repetitive Question
Scenario: Learnings
Scenario: Action Assistance
Scenario: Action Refusal
Scenario: Missing Actions
Scenario: Multiple Behaviors
Scenario: Missed Behavior
Scenario: Opposite Behavior
Scenario: Leadership Behaviors
Scenario: Clear Actions
Scenario: Prioritized Problems
Scenario: Multiple Problems
Scenario: Insufficient Time
Scenario: Puzzle
Scenario: Other Problem
Scenario: Too Deep
Scenario: Team work
Scenario: Curious Questions
Scenario: Building Questions
Scenario: Conflicting Priorities
As an action learning coach, how would you handle the following situation:
Part way through the session, one of the members mentioned a meeting they have that will require them to leave early. Several other participants mention they need to go to the same meeting, leaving only 2 participants for the session.
Scenario: The Race is On
As an action learning coach, how would you handle the following situation:
The team races to consensus on the problem. They are saying the same words but have not really talked about what the words mean.
Scenario: New Tool
As an action learning coach, how would you handle the following situation:
You recently attending 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.
Scenario: Consensus
As an action learning coach, how would you handle the following situation:
The team is having trouble coming to consensus.
Scenario: My View
As an action learning coach, how would you handle the following situation:
Hearing the initial statement of the problem you (as coach) are clear what the real problem is. The team heads down a different path with it.
Scenario: Rabbit Hole
As an action learning coach, how would you handle the following situation:
The team has gotten off track with their questions and is now investigating an unrelated issue.
Scenario: One on One
As an action learning coach, how would you handle the following situation:
A single team member is asking all the questions of the problem presenter, the remainder sitting back observing.
Scenario: Process Question
As an action learning coach, how would you handle the following situation:
Several team members are sitting with their arms folded across their chest.
Scenario: Process Question
As an action learning coach, how would you handle the following situation:
A team member asks a process question. For instance – I’ve noticed we have all the managers on one side of the table and everyone else on the other. Did anyone else notice this? What’s the impact of that on how we are working together? What do we want to do about it?
Scenario: Repeat Behavior
As an action learning coach, how would you handle the following situation:
The team decides they should be asking each other more questions instead of just asking questions of the problem presenter. However they continue directing all of the problems to the problem presenter.
Scenario: Coffee Break
As an action learning coach, how would you handle the following situation:
A participant gets up from the group to fill a cup of coffee.
Scenario: Catching Up
As an action learning coach, how would you handle the following situation:
A team member isn’t participating. During the checkin they say that were lost and confused by the discussion and they were trying to figure out what was going on.
Scenario: Facilitator
As an action learning coach, how would you handle the following situation:
Someone decides they should start capturing what the team is saying on a flip chart and moves to the front of the room to do so.
Scenario: Presenting Problem
As an action learning coach, how would you handle the following situation:
Someone asks the problem presenter – How does this present itself as a problem for you?
Scenario: Why
As an action learning coach, how would you handle the following situation:
A participant asks another participant “why they asked a question”. The first participant is visibly disturbed. Your instinct is that they are reacting to the word “why” in that they feel the value of their question is being questioned.
Scenario: Please Explain
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.
Scenario: Smack
As an action learning coach, how would you handle the following situation:
A participant ‘playfully’ hits another member on the back of the head.
Scenario: Relocating
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.
Scenario:Leg Stretch
As an action learning coach, how would you handle the following situation:
A member stands during a session.
Scenario:Time Check
As an action learning coach, how would you handle the following situation:
A member uses their phone to check the time.
Scenario: New Information
As an action learning coach, how would you handle the following situation:
The team decides to capture some of the information they are discussing on a flip chart. The person that moves to the flip chart flips the leadership skills out of view.
Scenario: Inspiration
As an action learning coach, how would you handle the following situation:
A participant responds to a question with – What inspired that question?
Scenario: Moving On
As an action learning coach, how would you handle the following situation:
A participant asks a question of everyone and after a single answer another question is asked and the team moves on.
Scenario: Multiple Responses
As an action learning coach, how would you handle the following situation:
Lots of statements are made in response to a question that was posed to everyone.
Scenario: PP Question
As an action learning coach, how would you handle the following situation:
The problem presenter asks a question.
Scenario: TMI
As an action learning coach, how would you handle the following situation:
A participant responds to the question they were asked and continues on with additional information that is no longer answering the original question.
Scenario: Closed Question
As an action learning coach, how would you handle the following situation:
Early in the process a participant asks a closed question.
Scenario; Open Says Me
As an action learning coach, how would you handle the following situation:
A member responds to a closed question with an open answer.
Scenario: Fire
Scenario: Old School
Scenario: Nerve Hit
Scenario: Bad News
Scenario: Enough is Enough
Scenario: Nay Sayer
Scenario: Changing Roles
Scenario: Idiot
Scenario: Wrap It Up
Scenario: Random Ratings
Scenario: Finish Up
Scenario: No Offense
Scenario: Favorite Tool
Scenario: Pulling Rank
As an action learning coach, how would you handle the following situation:
A higher ranking participant of the team decides to pull rank and asks another team member – “Do you want to stay employeed?”
Scenario: Sit Still
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.
Scenario: May I
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”
Scenario: Exhuastion
As an action learning coach, how would you handle the following situation:
You’ve been working many hours and the team is clearly exhausted.
Scenario: Silent Observer
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.
Scenario: Individual Issue
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.
Scenario: sponsorless
Scenario: Redundant Actions
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 ?
Scenario:TMI
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 ?
Scenario: Deliberate Distraction
Scenario: Problem or Puzzle
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.
Scenario:Out of Control
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.
Scenario: Problem Shift
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.”
Scenario: Uninvited Guest
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.
Scenario: Powerful Question
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.
Scenario: Forgotten skill
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.
Scenario: True Leader
Scenario: Different Opinion
Scenario: Testing team
Scenario: Question Question Question
Scenario: Group Question
Scenario: Passing Notes
Scenario: Presenter Question
Scenario: Firing Line
Scenario: Closed Question
Scenario: Over the top
Scenario: Side Conversation
Scenario: Extended Break
Scenario: Solution Statements
Scenario: Silo-ed participants
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 that have been asked by multiple participants.
Scenario: Eager Team Member
As an Action Learning Coach how would you handle the following situation:
A member of the team you are coaching insists on answering questions that are being directed to the Problem Presenter
Scenario: Long Problem Statement
You ask the problem presenter to briefly state the problem but the person continues on for an inordinate period of time not only stating the problem but also describing contextual details related to the problem.
Scenario: Refusal to participate
As an Action Learning Coach how would you handle the following situation:
A member of the team does not want to participate.
Scenario: Eye lock
As an Action Learning Coach how would you handle the following situation:
The problem presenter locks eyes with you when presenting the problem.
Scenario: Quick Response
As an Action Learning Coach how would you handle the following situation:
Someone from the team mentions it hot in here, someone else gets up to turn the air conditioner on.
Scenario: Consensus
As an Action Learning Coach how would you handle the following situation:
The team is having trouble reaching consensus on what the real problem is.
Scenario: Not asked
As an Action Learning Coach how would you handle the following situation:
You ask the team – “What are we doing well?”, and get a response “We are asking all closed questions.”
Scenario: Open Answer
As an Action Learning Coach how would you handle the following situation:
You ask the team – “how are we doing on a scale of 1 – 10”, and get a response “I think we could be blah blah blah …”
Scenario: Butting In
As an Action Learning Coach how would you handle the following situation:
Someone answers a question that was asked of someone else.
Scenario: Self Conversation
As an Action Learning Coach how would you handle the following situation:
Someone answers their own question, without waiting for a response from anyone else.
Scenario: Limited Choice
As an Action Learning Coach how would you handle the following situation:
Someone asks an open question, then follows it with a couple choices for the response.
Scenario: Confirming thought
As an Action Learning Coach how would you handle the following situation:
A participant makes a statement followed by – “do you agree?”
Scenario: Rapid Fire
As an Action Learning Coach how would you handle the following situation:
Someone asks a series of questions without waiting for an answer.
Scenario: Non-leaders
As an Action Learning Coach how would you handle the following situation:
Some members don’t see the need to practice a leadership skill since they are not leaders.
Scenario: Coach Question
As an Action Learning Coach how would you handle the following situation:
Some of the group members direct questions to you since they were aware you had knowledge of the situation; despite you repeatedly stating your role as coach.
Scenario: The Boss
As an Action Learning Coach how would you handle the following situation:
One of the managers questioned the members about their questions. One member got irritated by him and challenged him back.
Scenario: Chit Chat
As an Action Learning Coach how would you handle the following situation:
Two vocal members chit chatted more often with each other. Behavior repeated despite the intervention with team consensus to have one conversation at a time.
Scenario: Own World
As an Action Learning Coach how would you handle the following situation:
Each member is focused on their own line of questioning.
Scenario: Out there
As an Action Learning Coach how would you handle the following situation:
Several members are asking questions unrelated to the problem at hand.
Scenario: Too Hot
Scenario: Brainstorming
As an Action Learning Coach how would you handle the following situation:
The team feels they are at a point that it would be useful to brainstorm.
Scenario: Take charge
As an Action Learning Coach how would you handle the following situation:
During the session someone jumps up to the easels and starts capturing what is said.
Scenario: Taking Notes
As an Action Learning Coach how would you handle the following situation:
During the session you realize no one is taking notes.
Scenario: Phone Rings
As an Action Learning Coach how would you handle the following situation:
During the session a team member’s phone rings and they leave the table to answer it.
Scenario: Non-responsive
As an Action Learning Coach how would you handle the following situation:
The members were enthusiastic to help the problem presenter. They asked many good questions. However, the problem presenter commented its confidential info and would not answer some of the questions. Members felt they were not able to help the problem presenter much if their questions were not answered and they could not see the value of action learning in this instance. But the problem presenter felt the session was useful to him in addressing his problem.
Scenario: Questions/Answers
As an Action Learning Coach how would you handle the following situation:
During an intervention you ask “How are we doing taping all the knowledge in the room?” A participant says “We are asking questions and (s)he (the problem presenter) is answering them – isn’t that the rule?”
Scenario: Assumed Rules
As an Action Learning Coach how would you handle the following situation:
A participant says – “Wait. My question hasn’t been answered. The rule is that you have to answer the question”
Scenario: Oops
As an Action Learning Coach how would you handle the following situation:
At the start of the session you ask everyone “if they are ok with the rules” instead of “if they understand the rules” – someone says “no”.
Scenario: Unsolicited Advice
As an Action Learning Coach how would you handle the following situation:
You ask a member of the team how they did with their leadership skill. Another member pipes up – I’d like to tell you a technique so you can accomplish that skill. All you have to do is …
Scenario: Story time
As an Action Learning Coach how would you handle the following situation:
The problem presenter asks the team to suggest some solutions. The team members start telling stories of their experience. These stories aren’t answering the question – What are some potential solutions.
Scenario: Unkind Gesture
As an Action Learning Coach how would you handle the following situation:
A member arrives to a three hour session one hour late. You conduct coaching inquiries and he is smoothly integrated into the team. 15 minutes later he is exchanging friendly but sarcastic comments with a team member that end with him using a hand gesture that would cause most folks to take offense to a fellow team member.
Scenario: Too Slow
As an Action Learning Coach how would you handle the following situation:
You are coaching a leadership development program with a group of senior engineers…One of them is a Six Sigma Black Belt with years of experience in problem solving methods. During the middle of your second meeting to frame the problem, the Black Belt notes that it is taking way too long to come to agreement on the problem. Some of the Type A members of the group nod their heads in agreement.
Scenario: Multiple Variables
As an Action Learning Coach how would you handle the following situation:
The team is attempting to analyze the problem situation in a search to identify the one key variable that they can influence or 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.
Scenario: Multiple Levels
As an Action Learning Coach how would you handle the following situation:
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?).
Scenario: Parody
From Tom Janiak
As an Action Learning Coach how would you handle:
In the first session, there is a lot of humor in the team. Participants joke about the the 1st ground rule and answer in a parody manner, e.g. “Dear John, in reply to your question I would venture to say…”. Whenever you ask a serious question, like “what are we doing well?”, first comes a joke and only then a genuine answer.
Guest Authors Welcome
Scenario: Overly Focused
Scenario: Problematic Problem Presenter
The problem presenter schedules a half hour meeting immediately before the Action Learning session. During this meeting they present their solution to the problem about to be discussed in the Action Learning session.
Scenario: Takeover
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.
Scenario: Missing Participants
The team you are coaching is working on a critical corporate problem in a leadership development program. The leadership program and work on the project is scheduled to be completed over six months. Two of the eight people in the group do not show up routinely.
Scenario: Self Question
As an Action Learning Coach how would you handle the following situation:
A member of the team asks you – is it ok if I ask myself a question?
Scenario: Broken Trust
You are doing a leadership development program with 8 peers in a consulting firm. One of the participants reports that her boss brought an issue with her yesterday that she had discussed in the action learning group a week ago. She is very upset. (The problem centered around not being given the responsibility that her boss had promised her when she was hired a year ago.) Additionally, the team had agreed to keep what was said during the Action Learning sessions in the sessions.
Scenario: Intervention timing
The group has been processing particularly well, but it has been more than 30 minutes since the last intervention.
Scenario: Two Owners
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.