Action Learning
This is a short introduction summarising what action learning is, how it works and how it can be used to support development. Pioneered by Reg Revans just after the Second World War, it has a long and distinguished history. The techniques are sometimes used on Masters level programmes in particular at this University.
What is action learning?
It is a collaborative process of learning that involves reflecting on real life problems with the intention of identifying steps for action that will enable the problem to be solved.
How does it work?
It is a voluntary activity in which a small number of people, usually no more than 6, contract to meet regularly together to explore and think about the issues raised. This group is referred to as a ‘set’. The set agree how they will work together to enable trust and create a supportive ethos by forming ground rules. Sets are usually initially facilitated by an independent person until the set is functioning and able to facilitate itself.
At each set meeting each set member performs two roles:
Presenter – to bring a problem or issue (usually referred to as a ‘project’) they want to explore. This will involve describing the project, considering the questions raised by the set and identifying action that he/she will commit to before the next set meeting. The project will always remain the ownership of the presenter – it is their responsibility to solve and action. The presenter maintains the focus by asking for specific support such as ‘what I really need is…’; ‘that’s interesting but I would rather…’
Set Member - to listen, support, observe, encourage and challenge to enable the presenter to explore their project. The focus is on how to help the presenter find a solution not on finding one for them. Each set member needs to stay focused, give attention and consider if the question they are about to ask or the comment they are about to make will be helpful to the presenter.
How long does it take?
Everyone has a turn at being the presenter. Usually this lasts for 30 minutes which includes the description of the project and the exploration of it with the set members. This means a set of 6 usually meets for about 3 hours – this will include the settling in and concluding activities of the set meeting.
What are the benefits of action learning?
Participants usually state that they value the time to stop and think and to gain insight/solutions for their issue in a non-judgemental and safe environment. It creates a community of empathy, builds confidence and provides a supportive environment to explore issues that might have been blocking action or decision-making. It is particularly useful in times of organisational change or professional development.
To take part in an action learning set, contact Max Rawlings (HRD Consultant) in the first instance to register your interest.