Introduction to Action Learning

Discovering Action Learning

A Powerful Tool for Solving Problems and Developing Leaders, Teams and Organizations

www.asioconsulting.com

About me

• ASIO Consulting in 2012 -> TEAM EXCELLENCE

• more than 20 years experience – in Asia and North-America – leading teams in operations – supply chain, quality, manufacturing, engineering and

human resources

• 1st Thailand based CALC Certified Action Learning Coach by WIAL (www.wial.org)

• PhD candidate in KIM at Bangkok University

• English, French, Dutch and Thai

www.asioconsulting.com Peter Cauwelier

http://www.wial.org/

A problem solving and leadership development process that involves a small group working on real problems, taking action, and learning as individuals and as a team while doing so.

What is Action Learning ?


action -> solution learning




Six components of an Action Learning program …

Project, challenge, task, or problem

Group of 4-8 people with diverse perspectives

Reflective questioning and listening

Creating solutions and taking action

Commitment to learning

Action Learning coach


• real and important to the organization or individual

• complex problems -> powerful and valuable action learning

• problem should be feasible and within the authority and/or responsibility of the person presenting it

1. Problem or challenge


Examples …

• Attracting high tech workers

• Developing training programs for leaders

• Improving information systems

• Improving customer service

• Resolving conflict between departments

• Developing a new performance appraisal system

• Establishing work schedules

• Improving a department’s image


• 4-8 members to maximize creativity

• diverse backgrounds -> various viewpoints

• familiar or unfamiliar with problem

• importance of confidentiality

2. Group


• working on the right problem

• agreement on the problem through questioning

• understanding context as well as content

3. Questioning and reflecting



• before solutions -> diverge in a systems perspective

• allow us to reflect, listen, be creative, and learn

• help to clarify, to open up new avenues, to offer ideas and insights

• carry seeds of solutions

open-ended questions

ideas dialogue

creativity

breakthrough thinking

innovation

discovery

inquiry

perspectives

exploration

“If I had an hour to solve a problem and my life depended on the solution, I would spend the first 55 minutes determining the proper question to ask, for once I know the proper question, I could solve the problem in less than five minutes.”

Albert Einstein


• taking action leads to problem solution

• testing ideas in practice determines if effective and practical

• recommendations only diminishes creativity and commitment

4. Action

LEARNING ACTION


“There can be no learning without action and no action without learning.”

Reg Revans the ‘grandfather’ of action learning



Focus on individual, team and organization-wide learning

• Members take responsibility for own, group’s, and organization’s learning

• Time is set aside to talk about learnings and how to apply them

5. Learning

L = P + Q + R Learning = Programmed Knowledge + Questioning + Reflection

Dr Michael Marquardt

the ‘father’ of action learning


• group member or “external” partner

• ensures sufficient time for learning

• helps team to reflect on interactions and implications of actions to be taken

• assures rules and process are followed

6. Coach


Six components of an Action Learning program …

Project, challenge, task, or problem

Group of 4-8 people with diverse perspectives

Reflective questioning and listening

Creating solutions and taking action

Commitment to learning

Action Learning coach

and 2 ground rules

1. Statements only in response to questions; anyone can ask questions

2. Coach has authority to intervene whenever he/she identifies learning opportunities


Working on leadership competencies

Select one leadership competency you want to practice

Practice through the questions you ask and statements you make

Listen for other team members practicing their competency and write down evidence

Feedback at the end of the session

1. Each about self

2. Each about others

3. Coach about all


Leadership skills (example) • Systematic thinking • Customer focus • Business focus • Creativity • Planning • Open to change • Critical thinking • Strategic thinking • Reframing • Big picture thinking • Analytical skills • Listening • …



Action Learning Session Flow

Problem presenter shares the problem

Team gains clarity and reaches consensus on problem

Team creates solutions

Problem presenter commits to action

Team reflects on learning

coach intervenes when necessary for process or learning

Peter Cauwelier

Problem Presenter

• 2-3 minutes to highlight the key elements of the problem – What are the issues or concerns ? – Why is this issue important and urgent ? – What do I want to get from this session ?

• Answer the questions asked of you as concisely as you can

• You do not have to answer questions that

– you do not have the answer for (“I don’t know”) – for which you have not yet formed an opinion (“I need to think about

that question;” “I’m not sure”)


Team Members

• Seek to gain a group-agreed understanding of the problem by asking questions

• Make statements only in response to questions directed specifically to you or to the group as a whole

• Feel free to ask questions of other group members as well

• Try to build on each other’s questions rather than just on getting your questions answered


Action Learning Coach

• Focus is on helping the group learn and improve, and not on helping to solve the problem

• Manage the time so both action and learning are accomplished in the session


• Solves complex problems and challenges in a systems-thinking approach

• Develops systems thinking and creativity

• Enables individuals and teams to learn while working

• Develops leadership competencies

• Builds powerful teams

Power and benefits of Action Learning


Comparison with other development approaches


Action

learning

Short

training

courses

Education

programs

(MBA like)

Coaching or

mentoring

International

assignment

Team

building

Individual

competency

development ?

Team building

and

development ?

Taking action

on business

priorities ?

Learning and

developing new

knowledge

Reflecting

about own and

other’s mental

models

? ?

Peter Cauwelier

Introduce the process in existing company structures:

• Project management

• Personal development plans

• High-potential development programs

• Team brainstorming sessions

• Innovation teams

• Follow up after training sessions

Train internal coaches to ensure sustainability

Introducing Action Learning in your organization


WIAL – Thailand

2013

www.wial.org


Certification of Action Learning Coaches


Foundations of Action Learning

ALF 2 days

Certification for Action Learning

Coaches 1

CALC1 2 days

Certification for Action Learning

Coaches 2

CALC2 2 days

Peter Cauwelier

[email protected] or 081 939 7833


Thank you

mailto:[email protected]

http://www.asioconsulting.com/