Action Learning achieves multiple outcomes – people get a chance to think about and move forward with their own issue; they learn from other people’s issues that are often similar to those they are facing themselves; they learn how to coach others; and they build a trusted network across department or organisational boundaries. It’s individualised development that meets individual’s very unique needs. But what does Action Learning look like in action?
If you’re curious, take a look at this video of action learning in action. This learning set was set up to demonstrate action learning in front of a larger group (that bit is not the norm – this was a demo, so ignore the people around the edge of the room).
Action Learning in Action – the process
You’ll see me holding the process – kicking off the contracting, and then allowing the group to coach the thinker, sometimes intervening to encourage them to ask more open questions, then closing the session.
Action Learning in Action – the process debrief
The second video then shifts into the process debrief. This is an integral part of action learning – if it doesn’t have a process debrief, it’s not action learning. The idea is to learn from what worked and what didn’t work, so that the process is improved every time the group does it.
Happy watching:
Action Learning in Action
What did you notice about action learning in action? And the process debrief?
How might you use action learning in your organisation to support people through change? Or to challenge them in their leadership? Or to help them to transfer the learning from a workshop back into the workplace?
If you are interested in finding out more about action learning in action, give me a call on 07775 817 344.
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