Action learning best practices
It helps organizations develop creative, flexible and successful strategies to pressing problems. An Action Learning Coach The Action Learning coach helps the team members reflect on both what they are learning and how they are solving problems. Take this phrase for example: "When two quantities are dependent on each other, does an increase in one always leads to an increase in the other? Action Learning Solves Problems Action Learning solves problems and develops leaders simultaneously because its simple rules force participants to think critically and work collaboratively. A few questions to ask: What was my approach to solving this problem? After learners are exposed to a new idea, they then participate in action learning, where they do and then reflect. The Coach might intervene at various times to affirm a strong occasion of learning or affirm learning for a member or the set. This is a cost effective solution that enables the widespread use of action learning at all levels of an organization. In addition, team members often "leap" from the initial problem statement to some form of brainstorming that they assume will produce a viable solution. First, we expose learners to a wide range of action learning assignments in a program. An action learning approach has been recognized as a valuable means of supporting the Continuing Professional Development of professionals in emerging professions. Without this team role, there is no assurance that the team will make the time needed for the periodic, systemic, and strategic inquiry and reflection that is necessary for effective individual, team, and organizational learning. Action learning should not be treated as a separate section of a leadership program, but rather integrated with reflection opportunities at logical points in a program. As a consequence, more and more organizations have recognized the critical importance of an action learning coach or facilitator in the process, someone who has the authority and responsibility of creating time and space for the group to learn at the individual, group and organizational level. As a result, self-managed teams, tend to split or fragment rather than develop and evolve into a cohesive, high-performing team.
Questions focus discussion and encourage the group to listen, to become a cohesive team more quickly, and to generate creative, out-of-the-box thinking. What is Action Learning? How Do You Facilitate Reflection?
From healthcare, engineering and the arts, to education, charities, social enterprises and manufacturing, organisations from all sectors are using Action Learning to: Improve existing training programmes Develop individuals and senior leaders Embed learning into an organisation.
Questions build group dialogue and cohesiveness, generate innovative and systems thinking, and enhance learning results.
Does Action Learning Interest you? It is most effective when there is the appetite and receptiveness for real transformation or cultural change. Events, forums and conferences[ edit ] A number of organizations sponsor events focusing on the implementation and improvement of action learning.
Patterns of self-destruction "neurosis" represent a failure of creativity, not, as Freud assumed, a retreat from sexuality.
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