llc action learning webinar - april 2012

Action Learning: Maximizing its use in Community-Based Leadership

Development Programs

Donna R. Dinkin, DrPH, MPH

336-643-4165

[email protected]

[email protected]

Dinkin & Associates LLC, 2012

Today’s Goals

1. To increase understanding of Action-Learning as a developmental methodology

2. To increase understanding of how regional PHLIs have utilized Action-Learning Projects

3. To increase understanding of strategies and challenges to maximizing the use of action-learning projects in leadership development programs


What is Action Learning?

A coach - supported process involving a small group of people solving real problems … while at the same time focusing on what they are learning … and how their learning can benefit each group member … and the organization or community as a whole. (Michael J. Marquardt)


Critical Success Factors A real problem or project that is relevant, complex

and important A diverse team of 5-7 people Commitment to Action Equal commitment to personal and shared Learning Reflection, Questioning and Feedback A skilled learning and process observer (ALC) Accountability


What Action Learning is not… Outdoor adventures Team Building Activities Group Simulations Table-top exercise Individual Projects Case Studies


The Action Learning Cycle


Investment and ROEWhat did I just agree to?Longer meetingsDeeper level of dialogue; exposed elephantsQuestions & ReflectionObservation and interruptionsSlowing down to speed upGiving and Receiving Feedback

What might I get in return?More creativity and innovation from teamBetter project solutions and outcomesHigher level of team performancePersonal and team developmentEnhanced relationships


Integrated LDP Design

Session IIKick-off Session I Session III/Graduation

360 Self- Assessment Process and 1:1 Coaching

Action Learning Team Project


The Melt Down – The Coaches Role


What can one learn through an AL Experience? Project Issue or Challenge Public Health Skill or Methodology Self – behaviors, skills Others* – behaviors, strengths etc. / social networking New knowledge and new skills (mastery) i.e. conflict

management, leading teams etc. Team Leadership and Performance Transformation of Organizational / Community System LEARN HOW TO LEARN


The Changing Role of a ALC

STORMINGFORMING NORMING PERFORMING ADJOURNING

•Lead Dialogue•Assure Team Process for Learning•Promote Relationship Building•Set Learning Goals

Team Charter &Project Statement

Progress Note Report & Presentation

•Observe dynamics•Model Learning Behavior•Hold Team Accountable•Slow team down

•Push to deeper levels•Assure integration of program content•Help team transfer learning•Seek examples of new behaviors•Re-examine learning goals •Re-examine team charter

•Harvest Learnings•Mirror back to team•Increase Stickiness•Celebrate work


Tools and Exercises


Dinkin, D.R. & Frederick, S. L. (in publication). Action-learning projects used in public health leadership institutes, Leadership in Health Services, Emerald Publishing


PHLIs - Project Requirements


Challenges Expressed by PHLI Directors


$$$, Economic struggles of states and orgs; workforce development is not highly valued by those in power

Some scholars see the project as busy work; struggles with momentum Knowing how much to ask of busy scholars and how much to nag them to get

deliverables in on time (tracking and supporting) PH culture is action oriented; not learning oriented Time for scholar teams to meet Finding effective ways to use technology Institute design is a challenge when you are a new program; knowing up to provide

an adequate “set-up” to project work Unable to provide much support or advising to project teams Various project team structures within one Institute is a challenge Various levels of skill /ability of outside mentors, advisors & coach

Challenges to Evaluating Action Learning Experiences What is success? – This is not always known (learning vs

action); what are the most effective evaluation questions The return is not always able to be quantified Can evaluation of AL be separated from the program

evaluation Lack of appreciation for learning process mid-program Evaluation overload (response burden) or a lack of

$/resources to evaluate


For More Information Day, D.V., The Difficulties of Learning from Experience and the

Need for Deliberate Practice, Industrial and Organizational Psychology, 3 (2010)

O’Neil, J. and Marsick, V., 2007. Understanding Action Learning, AMA

Plager, D., Action ‘Thinking’ – A Cognitive Approach to Action Learning Programs, OD Practitioner, 41 (2009)

Sofo, F., Yeo, R., Villafane, J., Optimizing the learning in Action Learning: Reflective Questions, Levels of Learning and Coaching, Advances in Developing Human Resources, 2010, 12, 205.

THANK YOU!!!Dinkin & Associates LLC, 2012

llc action learning webinar - april 2012

Education