Action Learning 1: What is action learning?
March 28, 2008
I recently wrote an article about coaching, which is a growing method of employee development in many organisations. A less well known and utilised method is action learning, but it can also be a very useful mechanism for the development of the organisation. The CIPD describes action learning as “an approach to learning that is based on individuals working on real problems that are capable of having action taken on them”, and Pedler, a key theorist in this area sums the concept up quite well: “there is no learning without action and no sober and deliberate action without learning”.
So how does it work? The process is as follows: an individual identifies a real problem and takes steps to resolve it. This is done with a group or ‘set’ of colleagues, normally of between 4 and 8 participants. You will often hear the term ‘action learning sets’ within this area. The set may share the problem with the individual or they may have a different set of problems. The set could be a group of colleagues from the same organisation, or could be from different companies; the concept will work with a variety of groups. In the set, which will meet on a periodic basis, the problem is identified and an action plan, with timescales, is developed. Everybody involved must have a clear idea of their role in making the action plan happen. At the next meeting the group will report back on progress, and reflect on what has happened and the findings that were discovered as a result of the action that was taken. The set would normally have a facilitator to ensure all the stages of the process are carried out and to chair meetings of the set. The types of problems that would be appropriate for action learning will be those that are complex and messy, will probably have no right or wrong answer and could be open to opinions and ideas from different people. Problems that are easily solved with one simple action, or for example a system update, will not be appropriate for action learning as they are more likely to be solved quickly by an expert in that area, and will not benefit action learning participants through exploration of and reflection on the issue.
This process seems very simple, and when I first learned about action learning I thought it just sounded like what happens at meetings within companies all the time! The difference however is the reflection that takes place – by doing this the individuals learn through real insights into work based situations and from how other people handle them. Of course, this is just one approach to learning out of many, and as with all forms of learning it has its benefits and limitations that must be considered by organisations that are thinking of introducing action learning as a learning method. I’ll be looking at these benefits and limitations in my next couple of articles.
Things to consider:recliner chairs that will look fab in your home.
Recliners Direct Riser Recliners
Comments
Got something to say?