How To Use Action Learning Sets
How To Use Action Learning Sets
Here at mtd we use a variety of learning methods including experiential learning, accelerated learning, business simulations, scenario workshops, action learning sets and a whole lot more!
Not many organisations are aware of what Action Learning Sets are so I thought I would spend some time in this edition to explain what they are and how you can use them in your training events.
We use them for variety and to bring the process of learning and development into real life workable scenarios.
Enjoy the read!
What is Action Learning?
The concept of Action Learning was introduced during the late 1920s to the Cavendish Laboratory, University of Cambridge, by a group of research scientists, including EB Rutherford and JJ
Thompson. They felt that questioning their own actions - both successes and failures - in a deliberate, precise way and reflecting on them, allowed them to gain insight into how to proceed and act more appropriately. One of the members, Professor Reg Revans, developed these reflective practices into a powerful learning process for practitioners and academics: Action Learning.
Action Learning is based on the relationship between reflection and action, where the focus is on the issues and problems that individuals bring to the group, and planning future action with the structured attention and support of that group. Put simply, it is about 'solving problems and getting things done' while also learning and developing. It is therefore neatly underpinned by the 'Kolb Learning Cycle' of experiential learning where the stages of reflection and generalisation are worked through within the Set.
A major advantage of Action Learning is that participants are able to look at the real problems which concern them, rather than considering hypothetical ones, and they are responsible for the selection of the topic(s) or problem(s) discussed.
An action learning programme involves the following key elements:
The Set:
a group of usually 5 - 8 people who meet regularly.
The Projects:
each participant works on a project or task over the life of the set
The Set Facilitator:
who helps the group to work and learn together
What are the benefits?
Action Learning gives participants the opportunity to:
* learn from each other and engage in shared learning;
* enhance the opportunities given to learn more about each others' institutions pracices
* support innovation;
* allow time for reflection on current practice but encourage action, in confidence and outside the normal workplace;
* allow participants to highlight problems / areas where they have special interest, strength or weakness, without risk;
* enable participants to deal with the kind of management problems which cannot easily be resolved in-house or through external lectures / seminars;
* give enough time to build up strong relationships and networks outside seminar or lecture based sessions;
* enable participants to write an action plan of at least three points to put into practice after each module, if this is what they agree;
* develop both their personal and professional skills and competencies.
The 'learning' is a function of:
* programmed knowledge, whether provided by the Set or others as agreed;
* questioning, which is fundamental to Action Learning; action; reflection;
* time (Action Learning is not a 'quick fix', although learning often gathers momentum over time as the Set learns to question in many different ways, explore, trust, reflect and discuss openly).
MTD's range of subjects for Action Learning Sets include:
- Time management
- Project management
- Communication skills
- Presentation skills
- Influencing skills
- Negotiating skills
- Networking skills
- Management skills
- Leadership skills
- Coaching skills
- Giving and receiving feedback
- Dealing with difficult people
- Continuous improvement
- Change management
- Sales skills
- Personal development
- Customer service
- Quality
- Personal development
- Managing effective meetings
- Train the trainer
- Personal confidence building
- Motivating yourself and others
- Team building
- Conflict management
- Assertiveness skills
- Complaint handling
Logistics & Costs
Each set usually lasts for 3 or 4 sessions if they are capped.
Sessions can last up to half a day each which means valuable time is not spent away from the office.
Costs per Action Learning Set are calculated at the rate of �995 + vat per day.
For example;
An Action Learning Set that is 4 sessions of half a day equates to 2 full days.
I hope this helps you out.
How To Use Action Learning Sets - To learn more about this author, visit Sean McPheat's Website.
Like this article? Share it with your friends
When you think of a normal training event you usually think of a trainer up at the front of a classroom chalking on the board and talking about the subject!
Here at mtd we use a variety of learning methods including experiential learning, accelerated learning, business simulations, scenario workshops, action learning sets and a whole lot more!
Not many organisations are aware of what Action Learning Sets are so I thought I would spend some time in this edition to explain what they are and how you can use them in your training events.
We use them for variety and to bring the process of learning and development into real life workable scenarios.
Enjoy the read!
What is Action Learning?
The concept of Action Learning was introduced during the late 1920s to the Cavendish Laboratory, University of Cambridge, by a group of research scientists, including EB Rutherford and JJ
Thompson. They felt that questioning their own actions - both successes and failures - in a deliberate, precise way and reflecting on them, allowed them to gain insight into how to proceed and act more appropriately. One of the members, Professor Reg Revans, developed these reflective practices into a powerful learning process for practitioners and academics: Action Learning.
Action Learning is based on the relationship between reflection and action, where the focus is on the issues and problems that individuals bring to the group, and planning future action with the structured attention and support of that group. Put simply, it is about 'solving problems and getting things done' while also learning and developing. It is therefore neatly underpinned by the 'Kolb Learning Cycle' of experiential learning where the stages of reflection and generalisation are worked through within the Set.
A major advantage of Action Learning is that participants are able to look at the real problems which concern them, rather than considering hypothetical ones, and they are responsible for the selection of the topic(s) or problem(s) discussed.
An action learning programme involves the following key elements:
The Set:
a group of usually 5 - 8 people who meet regularly.
The Projects:
each participant works on a project or task over the life of the set
The Set Facilitator:
who helps the group to work and learn together
What are the benefits?
Action Learning gives participants the opportunity to:
* learn from each other and engage in shared learning;
* enhance the opportunities given to learn more about each others' institutions pracices
* support innovation;
* allow time for reflection on current practice but encourage action, in confidence and outside the normal workplace;
* allow participants to highlight problems / areas where they have special interest, strength or weakness, without risk;
* enable participants to deal with the kind of management problems which cannot easily be resolved in-house or through external lectures / seminars;
* give enough time to build up strong relationships and networks outside seminar or lecture based sessions;
* enable participants to write an action plan of at least three points to put into practice after each module, if this is what they agree;
* develop both their personal and professional skills and competencies.
The 'learning' is a function of:
* programmed knowledge, whether provided by the Set or others as agreed;
* questioning, which is fundamental to Action Learning; action; reflection;
* time (Action Learning is not a 'quick fix', although learning often gathers momentum over time as the Set learns to question in many different ways, explore, trust, reflect and discuss openly).
MTD's range of subjects for Action Learning Sets include:
- Time management
- Project management
- Communication skills
- Presentation skills
- Influencing skills
- Negotiating skills
- Networking skills
- Management skills
- Leadership skills
- Coaching skills
- Giving and receiving feedback
- Dealing with difficult people
- Continuous improvement
- Change management
- Sales skills
- Personal development
- Customer service
- Quality
- Personal development
- Managing effective meetings
- Train the trainer
- Personal confidence building
- Motivating yourself and others
- Team building
- Conflict management
- Assertiveness skills
- Complaint handling
Logistics & Costs
Each set usually lasts for 3 or 4 sessions if they are capped.
Sessions can last up to half a day each which means valuable time is not spent away from the office.
Costs per Action Learning Set are calculated at the rate of �995 + vat per day.
For example;
An Action Learning Set that is 4 sessions of half a day equates to 2 full days.
I hope this helps you out.
How To Use Action Learning Sets - To learn more about this author, visit Sean McPheat's Website.
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