Post on 04-Jan-2016
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