How can you use Action Learning to teach your team experientially?

1 What is Action Learning?

Action Learning is a process of learning by doing, where a small group of people (usually 4-8) work on a complex and urgent challenge that has no clear or easy answer. The group meets regularly to share their insights, questions, and actions, and to support each other's learning and progress. The group is guided by a facilitator, called an Action Learning coach, who helps the group reflect on their problem-solving process and apply their learning to their work.

2 How does Action Learning work?

Action Learning follows a simple but effective cycle of four steps: presenting, questioning, reflecting, and acting. In each session, one or more group members present their problem or situation to the rest of the group. The group then asks open-ended questions to help the presenter clarify the problem, explore different perspectives, and generate new ideas. The presenter reflects on the questions and decides on the next action to take. The group members also reflect on their own learning and how they can apply it to their own situations. Between sessions, the group members take action and report back on the results.

3 What are the benefits of Action Learning?

Action Learning offers numerous advantages for your team, such as tackling real and relevant issues that are important to your organization and customers. It encourages curiosity, collaboration, and innovation among your team members, while also improving their critical thinking, creativity, communication, and leadership skills. Furthermore, it enables your team to learn from each other's experiences and feedback. Additionally, it creates an environment where your team can experiment, fail, and learn without fear of judgement or failure.

4 How can you use Action Learning to teach your team experientially?

If you want to use Action Learning to teach your team experientially, you need to follow some basic steps. Start by identifying a relevant, complex, and urgent problem or challenge that your team wants to solve or learn from. Then, form an Action Learning group with 4-8 members who have diverse backgrounds, perspectives, and skills. Additionally, select an Action Learning coach who can facilitate the group sessions, ask powerful questions, and monitor the group dynamics and learning outcomes. Furthermore, schedule regular sessions (usually 60-90 minutes) where the group meets to present, question, reflect, and act on their problems. Make sure the sessions are spaced enough to allow for action and feedback but not too long to lose momentum and focus. Finally, evaluate the results and impact of the Action Learning process on your team's problem-solving, learning, and performance.

5 What are some tips and best practices for Action Learning?

Action Learning is an effective way to teach your team experientially, as it helps them learn from real problems, generate creative solutions, and develop their skills and competencies. To make the most of Action Learning, you should encourage your team to ask open-ended, probing questions that challenge assumptions and stimulate thinking. It's also important to avoid giving advice or solutions to the presenter, unless they explicitly ask for them. Your team should emphasize the importance of reflection and feedback, both individually and collectively, to capture and apply the learning from each session. Celebrate successes and failures, and recognize the effort and contribution of each group member. Finally, review and adapt the Action Learning process based on your team's needs, preferences, and feedback.