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 Action
learning is a structured mechanism for working in small groups to
address complicated issues. Action Learning Sets are made up of
between six and eight people who meet together regularly over a
reasonable time period and 'present' and collectively work on problems
faced in ongoing practice. The group will then help the 'presenter'
work on that problem through supportive but challenging questioning:
encouraging a deeper understanding of the issues involved, a reflective
reassessment of the 'problem', and an exploration of ways forward.
Action learning sets are particularly appropriate for professional
and managerial-level learning and personal development work. The
most common applications fall into two categories:
- A work-based project in which action learning set members are
involved and are able to influence the outcomes by their actions.
- An issue that concerns how specific action learning set members
operate in the work context (e.g. creating partnerships), and
one which they wish to improve and which could benefit from the
support and challenging of the other set members.
Detailed description of the process
The figure shows how the action learning process is a cyclical
one, starting at the top of the diagram and moving round systematically,
giving each member the opportunity to present a problem and comment
on others.
Key points/practical tips
- Action learning sets are most effective when the commitment
is voluntary.
- Action learning sets should focus on real-life practice-related
problems, ones which are more open-ended in nature and which do
not have a right or wrong answer.
- The ground rules for action learning sets should include:
- Being honest with oneself and others;
- Respecting others and their viewpoint;
- Taking responsibility for our own actions.
Example: BOND action learning set programme
In 2002-03, BOND set up the Learning Practitioners Initiative, a
pilot programme for NGO staff with a specific brief in the area
of organisational learning/knowledge management/staff development.
Nine individuals from various NGOs worked in two facilitated groups
on practical organisational learning issues, using a process of
action learning over a period of a year. The action learning sets
were supplemented by two workshops in which all participants came
together to focus on issues of common concern arising from the sets.
A review of the pilot initiative provided the following feedback
from participants: [… meeting together with others from
different organisations doing similar roles] … provided a very
useful combination of objectivity (since others were not part of
my organisation) and understanding of the work area to which the
issue was related (because they performed similar roles). The themed
nature of the sets meant that I was learning useful things related
to my role all the way, regardless of whether or not it was my turn
to present...
Sources and further reading
- View this as pdf
(
43kb)
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