Action Learning is a powerful program that creates dynamic opportunities for individuals, teams, leaders and organizations to successfully adapt, learn and innovate; creating a learning organization:

• Groups are charged with implementing as well as solving real problems

• Learning and team development are as important as solving the problem

• Membership is not reserved to experts

• Questions precede answers and dialogue replaces discussion

RIGHT WHERE YOU WANT TO BE

Select projects in your area at work, using the elements of Action Learning to attain greater academic success!


Elements of Action Learning

The Problem/Challenge – Must be important to the organization or individual and not a made-up exercise. The more complex the challenge, the more powerful and valuable is the action learning. The problems should be feasible and within the authority and/or responsibility of group.

The Group or Set - 4-8 members to maximize creativity.

The Question & Reflection Process - Questions allow the group to reflect, to listen, and to create. Questions help to clarify, to understand, to open up new avenues, to offer ideas and insights, to learn. They provide the time and space needed to stand back, reflect, and gain new perspectives.

The Commitment to Taking Action - Testing ideas in practice enables the group to determine effectiveness and practicality. Merely recommending diminishes creativity and commitment. No real learning occurs unless action is taken.

The Commitment to Learning - Members take their own, the groups and the organizations learning as their responsibility. The group sets time in meetings to talk about what they have learned and how it can be systematically applied elsewhere in the organization.

The Learning Coach – Ensures that the group stays focused on solving the problem and that everyone remains engaged and that each members learning is captured and shared.