Action Learning An Introduction Action Learning Experiences Perceptions

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Action Learning An Introduction

Action Learning An Introduction

Action Learning • Experiences? • Perceptions? • How can it “ add value”?

Action Learning • Experiences? • Perceptions? • How can it “ add value”?

“A way of learning from our actions and what happens around us , by

“A way of learning from our actions and what happens around us , by taking time to question, understand reflect, to gain insight, and consider how to act in the future” Weinstein 1999

A different approach to learning TRADITIONAL from Magerison 1988 ACTION LEARNING q Historical case

A different approach to learning TRADITIONAL from Magerison 1988 ACTION LEARNING q Historical case studies q Current real case studies q Individual focus q Group based learning q Learning about others q Learning about self and others q Study of other organisations q Planning q Input based q Past oriented q Low risk q Passive q Theories q Study of own organisation q Planning combined with Doing q Output/result based q Future oriented q High risk q Active q Practical application

Action Learning enables us to…. q. Learn from experience q. Share experience with others

Action Learning enables us to…. q. Learn from experience q. Share experience with others q. Have other colleagues challenge and support us q. Take that challenge and implement it q. Review with those colleagues the actions taken and the lessons learnt

Principles of Action Learning “Adults learn best when they are actually involved in their

Principles 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 readily. ” Emblem and Gray 1990

Guiding principles q. Support and challenge q. Listening q. Reflection q. Questioning q. Feedback

Guiding principles q. Support and challenge q. Listening q. Reflection q. Questioning q. Feedback (giving and receiving)

FIVE MAIN ELEMENTS OF ACTION LEARNING 1. The individual: who voluntarily joins the group

FIVE MAIN ELEMENTS OF ACTION LEARNING 1. The individual: who voluntarily joins the group 2. The set: a group of 5 -8 people who meet regularly 3. The issue or task: each person brings something they want to work on 4. The process: challenge, support 5. Revans 1998 The facilitator: who helps the group as it works and learns

WHAT HAPPENS DURING AN ACTION LEARNING SET? TIME PRESENTER’S ROLE SUPPORTER’S ROLE Beginning Describing

WHAT HAPPENS DURING AN ACTION LEARNING SET? TIME PRESENTER’S ROLE SUPPORTER’S ROLE Beginning Describing Observing/Listening Middle Exploring Answering Listening Thinking End Exploring future actions Questioning Challenging Reflecting back Offering ideas Asking: what if? Challenging presenter to find action points

Learning happens on 3 levels • Oneself • The issue • The process of

Learning happens on 3 levels • Oneself • The issue • The process of learning

BENEFITS OF ACTION LEARNING INCREASED CONFIDENCE MORE PROACTIVE THAN REACTIVE IN PROBLEM SOLVING AND

BENEFITS OF ACTION LEARNING INCREASED CONFIDENCE MORE PROACTIVE THAN REACTIVE IN PROBLEM SOLVING AND DECISION MAKING ACHIEVE GOALS MORE READILY BETTER AT LISTENING ABILITY TO APPROACH PROBLEMS FROM A BROADER AND MORE POLITICAL PERSPECTIVE THAN IN THE PAST DEVELOP AND STIMULATE OTHERS IN THE ORGANISATION INCREASED SELF -AWARENESS MORE REFLECTIVE THAN EMOTIONAL IN TENSE SITUATIONS

Involvement in Action Learning requires commitment • Commitment to self-awareness • Commitment to the

Involvement in Action Learning requires commitment • Commitment to self-awareness • Commitment to the set and its members • Commitment to action and learning

THINGS TO AVOID IN AN ACTION LEARNING SET Imposing your values and opinions on

THINGS TO AVOID IN AN ACTION LEARNING SET Imposing your values and opinions on others Being judgemental Giving advice Criticising or trivialising what the person is presenting

Action Learning Phases • • • Definition Data collection Data anlaysis Generation of options

Action Learning Phases • • • Definition Data collection Data anlaysis Generation of options Presentation of recommendations Implementation

Action Learning – Key skills • • Listening with empathy Challenging with sensitivity Managing

Action Learning – Key skills • • Listening with empathy Challenging with sensitivity Managing feelings “Counselling” Asking good questions Offering and receiving feedback Action planning Giving time to others’ problems