Action Action Learning Learning

an introductionan introduction

What questions about What questions about action action learning learning would would

you like to have you like to have answered by the answered by the

end of this end of this session?session?

An elephant is like a fan

An elephant is like a wall

An elephant is like a spear

An elephant is like a tree

An elephant is like a snake

An elephant is like a

rope

What is What is Action Action Learning?Learning?

A way of learning from our actions,

and what happens to us, and

around us, by taking time to

question, understand and reflect, to

gain insight, and consider how to

act in the future.Weinstein 1999Weinstein 1999

A continuous process of learning

and reflection supported by

colleagues, with the intention

of getting things done. McGill and Beatty 1McGill and Beatty 1998

Action learning is an approach to the development of people in

organisations which takes the task as the vehicle for learning. It is based on the premise that there is no learning

without action and no sober and deliberate action without learning.

Pedler 1997Pedler 1997

Thus it is that action learning does not pretend to supply the subject

with much fresh cognitive knowledge; it is sufficient to help

them use more effectively what they already have, and to reinterpret the

experiences of yesterday in the light of tomorrow.

Reg RevansReg Revans

Principles of Action LearningPrinciples of Action Learning

• Adults learn best when they are

actually involved in their own

learning about a current life situation

• Adults who voluntarily choose a

learning experience usually learn

more readilyEmblen and Gray 1981

Six main elements of Six main elements of action learningaction learning• The individual - who voluntarily joins the group

• The set - a group of people who meet regularly

• The issue or task - each person brings that they want to

work on

• The processes - the challenge, support

• The facilitator - who helps the group as it works and

learns

• The outcome - action and learning

Revans 1991

Action Learning allows Action Learning allows individuals to:individuals to:

• Learn from experience

• Share that experience with others

• Have other colleagues challenge and support

• Take that challenge and implement it

• Review with those colleagues the action taken and the lessons that are learnt. Revans 1993

To look is one thing, to see what you look at is another.

To understand what you see is another.

To learn from what you understand

is something else.

But to act on what you learn is all that matters.

LearningLearning

L>CL>C

Learning must

be equal to or

greater than the

rate of change. Revans 1983

Learning happens at three Learning happens at three levels:levels:

About the About the issue being issue being tackledtackled

About the process of About the process of learning itselflearning itself

About About oneselfoneself

Action Learning EquationAction Learning Equation

P+Q = LP+Q = L

P - Programmed Knowledge -

expert knowledge, knowledge

in books, what we do because

that’s the way it has always

been done

Q - Questioning - the aspect of

previous experience is useful

relevant or just what we don’t

know

L - Learning - the result of the

combination of the two

L=(P+Q+A+R) = C > SQ 

L       = Learning   

P   = Programmed Knowledge   

Q   = Questioning  & Assessing

A       = Action   

R      = Reflection   

C        = Planned Change 

SQ   = Status Quo

Differences in Differences in approaches to learningapproaches to learningTraditional Learning• Historic case studies

• Individual focused

• Learning about others

• Study of other organisations

• Planning

• Input based

• Past orientated

• Low risk

• Passive

• Theories

Action Learning• Current real case studies• Group based learning• Learning about self /

others• Study own organisation• Planning and doing• Output / result based• Present / future orientated• High risk• Active• Practical application

adapted from Margerison 1988

The Kolb Learning CycleThe Kolb Learning Cycle

Stage 1: Having an experience

Stage 3 : Concluding from the experience

Stage 4:

Planning the next steps

Stage 2:

Reviewing the experience

Kolb 1984

Principles of Action Learning:Principles of Action Learning:

• Warmth and Light (support and Warmth and Light (support and challenge)challenge)

• ListeningListening

• ReflectionReflection

• QuestioningQuestioning

• Feedback (giving and receiving)Feedback (giving and receiving)

What are the What are the benefits of benefits of Action Learning?Action Learning?

Benefits of Action LearningBenefits of Action Learning

• Increased confidenceIncreased confidence

• Increased self awarenessIncreased self awareness

• Ability to approach situations from a broader and more Ability to approach situations from a broader and more political perspective than in the pastpolitical perspective than in the past

• More proactive than reactive in problem solving and More proactive than reactive in problem solving and decision makingdecision making

• More reflective than emotional in tense situationsMore reflective than emotional in tense situations

• Better at listeningBetter at listening

• Move into new jobs more quickly and effectivelyMove into new jobs more quickly and effectively

• Achieve goals faster than expectedAchieve goals faster than expected

• Developing and stimulating others in the organisationDeveloping and stimulating others in the organisation

What happens during an What happens during an action learning set ? action learning set ?

Time ThePresenter’sRole

TheSupporter’sRole

Beginning Describing ObservingListening

Middle ExploringQuestioningListeningThinking

QuestioningChallengingReflecting backOffering ideas

End Exploring futureactions

Asking what if ?Challengingpresenter to findaction points

Things to avoid in an Things to avoid in an action learning set:action learning set:

• Imposing your values and opinions on others

• Giving advice

• Being judgmental

• Criticising or trivialising what the person is presenting

Facilitation Questions:Facilitation Questions:

• Can we stop for a moment and check how we are doing?

• How do you feel about what is going on?

• I notice we always run over here. How can we approach this?

• How helpful was that comment?

• Perhaps it would be more helpful to turn that comment into a question?

• What questions does that raise?

• Who is helping you most at the moment in the group?

• Mary made a statement that wasn’t picked up. I wonder why that was?

• Energy levels seem low; shall we take a break?

• Perhaps we should check our agreed ways of working.

• What are we trying to do here?

• How can we help Paul move forward on that issue?

• What I think I heard Nancy say was…

• How can we make this set more effective?

• You have told us about your problems, what about your successes?

• What does that really mean?

• When you say ‘them’ do you actually mean ‘me’?

• What is happening in the group at the moment?

It sounds as though you are feeling…..

How does that make you feel?

What do you think is really going on?

What do you think would happen if….?

Do you think that….?

How would you know if…?

What could you do?

How can you….?

Some ‘Ground Rules’ Some ‘Ground Rules’ for consideration for consideration

• ConfidentialityConfidentiality

• AttendanceAttendance

• SchedulingScheduling

• Air SpaceAir Space

• ListeningListening

• Non-interruptionNon-interruption

• EmpathyEmpathy

• Open questionsOpen questions

• RespectRespect

• Fun!Fun!

A way of learning from our actions,

and what happens to us, and

around us, by taking time to

question, understand and reflect, to

gain insight, and consider how to

act in the future.Weinstein 1999Weinstein 1999

Action LearningAction Learning

Thank Thank YouYou

Action Action Learning Learning

an introductionan introduction