Scenario: Windows

As an action learning coach, how would you handle the following situation:

The team is working on a porch with windows around three sides. As the session starts two participants stand up at the same time. One walks to one side of the room and closes a window, the other walks to the other and opens a window.

 

Scenario: Distrusting Culture

As an action learning coach, how would you handle the following situation:

A year earlier there was a merger in the organization. All fun elements had been stopped – picnics, team outings and were replaced with ridged procedures. The team was tasked with determining was to bring back fun in the work place. The top HR person on the team is convinced it can’t happen and derails every idea.

 

Scenario: Arrogant Employee

As an action learning coach, how would you handle the following situation:

The teams has been working on fleshing out a breakthrough solution to a problem that has been haunting the organization for years. A long term employee stops by just long enough to tell them it won’t work.

 

Scenario: Leading Questions

As an action learning coach, how would you handle the following situation:

A participant is convinced of the true nature of the problem and repeats the same questions over and over in an effort to persuade the others, even after others have made it clear that they don’t agree. Others are seeing what this person is advocating as another symptom – not the real problem.