Action learning Objectives Understand action learning as a
Action learning Objectives • Understand action learning as a form of shared learning • Participate in an action learning exercise
Action Learning • Action learning is based on the belief that leaders and managers need to become better learners to be successful. • The goal is to improve the ability to learn as well as improving performance. • Professor Reg Revans (1980) is regarded as the founder of action learning.
Action Learning: • Revans (1980) – leaders and managers learn best by working together in a group, called an Action Learning Set, to help each other to find solutions to work problems via discussion • The group go off to attempt to make progress on their problems (by taking action hence the name) and then meet again to discuss and review the outcomes of their actions.
Action Learning: • Action learning is not intended to be like a committee tackling each problem – it is intended to help each individual acquire a wider range of skills, understanding and models for action that can be used and refined when dealing with future problems.
Revans (1980) model via an equation L=P+Q L = Learning P = Programmed (or expert-provided) knowledge Q = Questioning
Revans (1980) model via an equation This means we learn best when our learning (L) is supported by the knowledge and experience of those who have come before us, accessed via learning resources and expert tutors (P) with learning being focused on finding solutions to real world problems with the drive for learning coming from the learner (Q).
Learning Set • The group where an individual engages with other learners to ask questions and explore solutions to problems • Usually consists of four to six people (minimum of four and absolute maximum of eight if unavoidable)
Learning Set – What happens? Initial stage: Explain the nature and purpose of the learning set to help members get to know each other (e. g. ice-breaking activities focused on individuals and their work roles)
Learning Set – What happens? Next stage: Once formed sets should be allowed to develop their own working styles but there are some basic rules
Learning Set – Basic rules Each individual is allowed around 20 minutes at each meeting to have their problems addressed by the set. • The Set is run by its members. • The Set Advisor (Tutor/Trainer/Facilitator) is not part of the Set and has no active role in the running of the Set. • The Advisor is a source of Programme Knowledge (information and advice) if requested. •
Learning Set – Basic rules • An important outcome for all Set meetings is the date of the next meeting – members should have implemented the ideas agreed at the current meeting. • This is an example of where the Advisor may intervene if no meeting is agreed. • The only other reason an Advisor may intervene is to prevent harm or serious damage as a result of ill-informed decisions. Alternatively, there may be a serious disagreement that the Set is failing.
Learning Set – Basic rules It is acceptable to make a bad or ill-informed decision that would have negative but not threatening outcomes because mistakes are a part of learning.
Information about Learning Sets We will watch the following video https: //www. youtube. com/watch? v=2 pvtba. XVq 7 o
Stages in Action Learning – this may relate to a new issue or an issue that has been partly addressed including any attempted solutions
How is action learning linked to your work as a team leader and manager in social care and health? Action Learning can support you and your team to work together to learn from experiences and develop as a collective – this can help you to build relationships with each other to contribute towards effective team performance.
Example of action learning in public services in Wales – Carmarthenshire CC Action learning with senior managers We will watch the following video: https: //www. youtube. com/watch? v=1 -g. X 2 a. Uat. B 8
References BPS Division of Occupational Psychology (2012) Action learning sets: a psychological approach. Available at: https: //www. youtube. com/watch? v=2 pvtba. XVq 7 o (Accessed: 1 February 2019). CIPD (2014) Leadership: easier said than done. Available at: http: //www. cipd. co. uk/binaries/leadership_2014 -easier-said-than-done. pdf (Accessed: 1 February 2019). CIPD (2017) Leadership in the workplace. Available at: http: //www. cipd. co. uk/hr-resources/factsheets/leadership. aspx#link_0 (Accessed: 1 February 2019). Falkner, E. (2013) Action learning with senior managers, Carmarthenshire County Council. Available at: https: //www. youtube. com/watch? v=1 -g. X 2 a. Uat. B 8 (Accessed: 1 February 2019). Leonard, H. and Lang, F. (2010) ‘Leadership development via action learning’, Advances in Developing Human Resources, 12 (2) pp. 225– 240. SAGE Premier 2015 [Online]. Available at: https: //uk. sagepub. com/en-gb/eur/sagepremier (Accessed: 1 February 2019). Revans, R. (1980). Action learning: New techniques for management. London, UK: Blond & Briggs.
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