Action Learning

ACTION LEARNING can often help participants to:

• See problem situations in a new light
• Recognise unhelpful patterns of behaviour
• Deepen your understanding of your responses to
  others, and theirs to you
• Develop new approaches to intractable problems
• Set achievable goals
• Reflect on your experience in trying to implement your
  strategies and choices
• Reappraise strategies in the light of your learning
• Enhance your ability to learn from your experience

Action learning can be a powerful way of learning through participative reflection. There are different models of action learning and that used by Really Learning draws on those of Reg Revans, Roger Gaunt and Ian McGill. It is a rigorous model which participants typically find challenging and supportive.

Participants form a Learning Set of 5-8 people and agree a schedule of meetings, often a day (or half-day) every two months, for a cycle of six meetings, which they commit to ring fence. The meetings are facilitated through stages of reflection, problem description, ventilation, clarification, questioning, feedback, goal setting, and reflection on process.

It is particularly useful for individuals finding aspects of their leadership role difficult; for people who find their ideas, their service, or their career, blocked by others in their organisation; and for those who feel they are drifting in their career.

For more information please contact info@reallylearning.com

 

For example See ABC of Action Learning, Revans R, 1998, Lemos and Crane

See Personal and Group Development for Managers, Gaunt R, 1991, Longman

For example See Action Learning. A Practitioner’s Guide, McGill I and Beaty L, 1992, Kogan Page

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