And why does it work?
Action Learning is a powerful approach to problem solving and organisational improvement. In essence, it is the practice of bringing people together in a structured, facilitated environment with the aim of finding solutions to work-based challenges.
It has gained traction as organisations seek new and different approaches to counter the VUCA (Volatile, Uncertain, Complex, Ambiguous) environment and navigate constant programmes of both planned and unplanned change. In the evolving world of learning and development, it has also become a popular method to check, reinforce and build new knowledge and skills as part of the learning process. In a hybrid working environment it ensures that time spent face-to-face is focused on action and solutions.
When people learn together, they find it easier to communicate and collaborate – often at a depth that isn’t particularly easy (or sometimes even possible) in their regular work. Something about the general acceptance, in a ‘learning environment’, that everyone can increase their knowledge or improve their practice (i.e., nobody’s perfect) and that everyone’s voice should be heard engenders a level of trust and openness seldom seen outside of the most high-performing teams.
Action Learning takes these positive behaviours and points them in the direction of real operational challenges. These can range from complex projects and high-level strategic issues to interpersonal conflicts and leadership dilemmas – the primary goal is for a group of people to work together and find creative but practical solutions, whilst promoting individual and collective learning.
Building Action Learning into programmes of learning ensures that learners are regularly stopping to check understanding of the knowledge and skills they are learning and bring these new methods to life by applying them to genuine issues from their roles and workloads. This is an approach positively applied in Eliesha’s Management Apprenticeship programmes, where application of learning in existing roles and to existing responsibilities plays a huge part in successful progress.
By including Action Learning into a learning programme at regular intervals, you allow learners to test their new knowledge and understanding against one another – not in a competitive way, but in a safe and positive environment, and in a way that strengthens and embeds the learning for everyone.
Far from another L&D buzzword; Action Learning is a structured, rigorous process that promotes innovative problem solving and continuous improvement. Read on to explore the most important qualities of effective Action Learning and some reasons why it has the impact that it does.
Commitment to Action
The clue’s in the name – Action Learning isn’t just about discussing problems and sharing grievances; it’s about the committing to (and taking of) conspicuous, traceable action. For Action Learning to take place effectively, participants must be willing to take responsibility and should enter into the process mindful that some of the ideas generated may well fall on them to try out – something that should actually help keep things pragmatic and realistic.
Safe Environment
Action Learning groups create a safe and supportive space where participants feel comfortable sharing their challenges, ideas, and experiences. This environment encourages open communication and vulnerability, meaning that participants are unafraid to highlight personal difficulties and failures, or point out wider operational issues. Practising a ‘no such thing as a bad idea’ mantra supports this.
Diverse Groups
The diversity of group members, in terms of roles, backgrounds, and views, is crucial for generating creative solutions and fostering learning through multiple lenses. This is made all the more important given that effective Action Learning gets harder with larger groups – so it’s not advisable to source the diversity of perspective that you want by simply adding more and more individuals into the mix.
Structured Process
Action Learning follows a structured process that typically includes stages such as problem presentation, reflection, questioning, goal setting, planning, action, and evaluation. This structure provides clarity and ensures that the process remains focused and effective.
Reflective Enquiry
Action Learning encourages a reflective and questioning mindset. Participants ask open-ended questions, challenge assumptions, and explore different perspectives. This is different from a ‘brainstorm’, where as many ideas as possible are generated, but does employ a similarly open-minded approach, where potential solutions are given due consideration, no matter how ‘creative’.
Why does Action Learning work?
Action Learning’s effectiveness can be attributed to several factors that distinguish it from traditional learning and problem-solving methods:
Engagement
The real organisational challenges at the heart of action learning, as well as making it highly relevant, have the added benefit of keeping participants highly engaged. The hands-on approach fosters a sense of ownership and commitment to their work and workplace.
Accountability & Impact
The inherent commitment to taking action and the accountability within the group ensure that proposed solutions are put into practice. This makes Action Learning a results-driven approach, the impact of which should be immediately obvious.
Reflection
Action learning places a strong emphasis on reflection. Participants learn not only from the solutions they implement but also from the process itself, leading to personal and professional growth, and employees buying into the notion of ‘continuous improvement’ that many modern organisations covet. In our experience, where individuals experience Action Learning within an L&D programme, they often pursue them as an ongoing approach.
By engaging participants in real challenges, promoting collaboration, and fostering a culture of continuous learning, Action Learning not only delivers practical solutions but also nurtures individual and collective growth. As organisations continue to face complex challenges, action learning stands as a valuable tool for unlocking innovative solutions and developing capable leaders. Embracing this approach can lead to more resilient, adaptable, and successful organisations in today’s competitive business landscape.
At Eliesha, we can embed Action Learning into a development programme to ensure that, whatever the subject (e.g. leadership, coaching, wellbeing) your delegates are regularly stopping to check their learning and test it for relevance to their real-world problems and challenges. We can also provide experienced facilitators to arrange and run Action Learning Sets for your staff.
If you’re keen to embrace this effective problem-solving method, we can provide the training that will enable your staff to plan, facilitate and evaluate successful Action Learning within your organisation, as we have done for customers including the Defence Science and Technology Laboratory (Dstl) and NHS Derby & Derbyshire Foundation Trust.
Talk to us to find out more.
