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The Power of Action Learning

Effective learning needs to meet the needs of individuals. This is widely accepted. Really

effective learning is driven by the individual. When individuals have an element of control

over the learning experience, the learning outcomes become more potent. Peer-to-peer

learning is also very powerful. This is also widely accepted. Combining a focus on individual

needs with support from co-learners can lead to mutually beneficial, lasting benefits. Action

learning helps individuals to identify their own challenges draws on the ideas and experience

of others to create solutions to these challenges. It is a valuable method of learning which

benefits individuals, teams and entire organizations.

What is action learning?

Action learning is a dynamic process that simply put, combines action and learning. It

involves a small group of people, known as an action learning ‘set,' working together on real

problems, taking action, learning how to overcome their challenges and learning about

themselves. Action learning is very different from traditional training methods which focus

on the presentation of knowledge and skills. It's not like a formal meeting or seminar. Nor is

it like counseling or therapy. Action learning does not revolve around a “knowledge expert”.

Everyone, including the facilitator, is a co-learner. Participants have equal opportunity to

tackle their own challenge. These challenges may be ones that others in the set share, but

they don't have to be. Others in the set help the individual to explore the challenge and plan

what to do about it. It is important that participants come together voluntarily. Often they

are invited by their organization, but they need to want to take part rather than feel they

have to. A typical set contains between four and eight people. One of these people is the

facilitator. The role of the facilitator is described in more detail in the next section.

Participants take turns to present their challenge to other members of the set. Others ask

questions to help define the challenge more clearly. These questions build group dialogue

and cohesiveness and generate innovative and creative thinking. The group reflects together

on the issue rather than leaping to conclusions. The simple rules of action learning

encourage participants to think critically and work collaboratively. An additional benefit of 

the process is that it helps develop team working and leadership skills.

Action learning can help solve dilemmas of all sizes. It can be particularly useful whenaddressing a complex problem which the individual finds difficult to solve using traditional

methods. The set provides space and support for individuals to resolve problems or issues.

Feelings can be expressed and explored. This helps the individual to take responsibility,

decide a course of action, and move on. A typical session lasts between a couple of hours or

half a day. Conclusions do not have to be reached during one session. Often participants will

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spend time between sessions exploring options, reading and engaging in other learning and

discussion. They may also communicate with others in the set before meeting up again

formally.

Practical learning occurs once action is taken. Following the exploration and discussion, it is

important that the individual identifies actions that they can take in the workplace to help

progress, or even to resolve the original challenge.

 

The role of the facilitator

The facilitator plays a critical role in action learning. The facilitator may be an external

consultant or an experienced member of an action learning set. Because of the non-

hierarchical nature of action learning, it is important that the facilitator does not dictate

what happens or try to control the group. A good action learning facilitator is a role model,

helping other participants to agree ground rules and exemplifying these. The facilitator does

the same things as other participants - asks questions, contributes ideas and provides

feedback - but may do so less than others because of his or her additional responsibility.

A good facilitator will:

Begin by clarifying with the group what is to be discussed during the session Help build a

safe environment of openness, trust and mutual respect Clarify what processes the set is

employing, and the implications of these processes Help others reflect on both what they

are learning and how they are solving problems Explore what assumptions may be shaping

participants' beliefs and actions Acknowledge the part played by feelings in the discussion

Help the team focus on what they are achieving and what they are finding difficult

Encourage a measured, thoughtful pace by summarizing and making sure questions are

asked one at a time Ensure that everyone in the set is participating and if not, explore why

not Only ever interrupt if it another individual's contribution is inappropriate Allow time for

reflection Ask the set to evaluate the process by considering their experiences and the

impact of others' contributions Ensure that an issue is resolved before moving on Take notes

and bring these to any future sessions.

The benefits of action learning

Action learning can bring real benefits to individuals, teams and organizations. Actionlearning:

Enhances team working and collaboration skills

Helps participants to build mutually beneficial and mutually respectful relationships with

colleagues Develops problem-solving and decision-making skills Helps participants to relate

research, theory and management concepts to real-life organizational challenges Develops

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critical and analytical thinking Positions inquiry at the core of organizational behavior

Enhances participants' ability to reflect on and learn from their individual and collective

experiences Develops awareness in individuals of how their behavior, attitude and

assumptions impact on their decision-making Creates a solution to an organizational

challenge which provides immediate benefits Increases participants' competence and

confidence to discuss other organizational issues in everyday working situations Can play an

important role in talent development and succession planning by helping to prepare high-

potential candidates for promotion Provides participants in a set with the skills to apply

action learning to other challenges in their working lives.

Dr. Shailesh Thaker renowned management guru, human potentiality, philosopher, author

and motivator in India, offers HR/HRD Training, Leadership Workshops, Management

Training, CEO Training and business consulting services through Knowledge Inc.