Action Learning

What is Action Learning?

Action Learning describes a situation where managers and leaders at a similar level of authority agree to meet up for a series of half day or 2 hour sessions at regular intervals, usually over a period of six to twelve months. These are known as Action Learning Sets (ALS).   However, some Action Learning Sets have been meeting for many years and have proved a very useful and supportive way of development and problem solving.

What is the purpose of Action Learning?

Action Learning enable managers and leaders time and a forum to problem solve, plan and develop strategies for overcoming organisational and personal blocks and barriers.  The meetings offer support and challenge from a peer group in a way which is often not available in the workplace. Action Learning Sets offer a useful addition to any management development programme. 

How does it work?

The Action Learning Sets are initially facilitated by a trained facilitator and coach.  Over time the group is encouraged to self facilitate the sessions using structured guidelines to ensuring success and avoiding pitfalls and bad habits creaping in.

Meetings are structured where...

• every set member reports briefly on what has been happening for them
• set members decide who is going to present a particular situation that they currently face
• the person presenting talks for as long as he or she wishes and describes their situation / dilemma / challenge
• the set members ask questions designed to assist the presenter come to a deeper understanding of what is stopping them finding a solution
• set members are asked to resist the temptation to give advice, tell anecdotes, pass judgement or talk about how it compates to their own situation
• the set assists the presenter to review options and decide on actions
• the set reflects on the group process and gives feedback to each other on what has taken place
• at a future set meeting, the presenter reports on the action taken.

The facilitator

• Initially plays an important part in the sets but eventually encourages the group to self facilitate
• enables the group to reflect on group processes
• creates safety for individual members to explore sensitive issues
• takes the group beyond superficial analysis
• keeps the group focused on the individual who is presenting the information
• ensures that the group members follow action learning conventions
• enables the group to draw out general lessons on management development

Contact us for further details of how Action Learning Sets can help support your managers.