So, what is the real problem?

So, what is the real problem? presented by Dr Garry Luxmoore MALC President WIAL Australia Chair WIAL Education Committee

Its a real pleasure to be here in Taiwan Thank you for inviting me to come along. Congratulations to Paulina and the team for all their hard work.

Let’s start with some questions: • What is at the heart of action learning? • What is the difference for us as coaches between process and content? • process is the how and • content is the what • How do we do action learning • reflective inquiry – questions and reflection • What do we work on? • the problem – the problem is at the heart of AL

WIAL action learning Without a problem there is no action learning “The problem solving tool of the 21st century” Newsweek

so for today, let’s just focus on the problem • In some cultures using the word problem is a problem • challenge • issue • opportunity • need

if theproblemis the of AL how important is it that the group understands the real problem?

poor understanding of the real problem sub-optimal solutions/actions? great actions toward problem resolution great understanding of the real problem

Who is often the person who least understands what the real problem is? the PP – that’s often why they have a problem!

why do you think I’m stressing the word the real problem? symptoms end states extraneous data strategies

So how can the group best help the pp understand what the real problem is?

By asking great questions of course and

How can the coach help here? • When asking the group to write down what the problem is ask the group So what is....’sreal problem What is the value in the coaching asking this? • Be careful not to just accept all that comes back • Often group participants give: • end states – an example? • strategies – an example? • solutions - an example?

Marie’s problem is.. End states • to create a new culture • to sell more product • getting people to better integrate Strategies • how to get the executive to communicate better • to get the customers to sample the products • how to take the next steps Solutions • having workers to commit to the process • trying to engage people who are not in agreement

The real problem is if PP • Cannot do something • Does not have the ability, knowledge, resources to do something • Does not know what to do • Has restraints/constraints • Lacks self belief or confidence • Feels lost or unsure

So how can a coach do this? • Marie’s problem is that she needs to get people to work together – problem or strategy? • Coach can question with: • so what is it that Marie is unable to do? • What is Marie’s real problem? • Why is that a problem for Marie? • So is that a strategy for Marie or is that her real problem?

Try some in your group • Her problem is to get standard operating procedures written • The problem is that the company has to find brand new markets for a tired product • Marie’s problem is how to get the managers to accept the fact that the group is understaffed • How to motive the staff

How much should/could the coach prepare the group in advance about differences between problems, strategies and end states?

How much does there need to be complete agreement in the group as to what the real problem is?

How can cultural diversity impact on problem agreement?

How will these scores impact on groups and problem agreement

How to segue into next session • When there is generally agreement on the problem • When there is generally NOT agreement on the problem • When there is mixed agreement on the problem (some yes some no some not sure)

so thank you to all the wonderful coaches here today and good luck with your coaching

So, what is the real problem?