In the winter of 2010, we will be inviting executives to participate in a series of cross-organizational Action Learning events.
Action learning creates a safe, non-judgmental environment in a tight learning community that encourages people to tackle real problems, to become interested in someone else’s world, and in the process, to learn about themselves.
As Henry Mintzberg said in interview on The Sunday Edition with Michael Enright, reflective, experienced- based learning with colleagues builds modesy, not hubris. (April 12, 2009)
http://www.cbc.ca/radio shows/THE_SUNDAY_
EDITION/20090412.shtml
If you would like to learn more about our Action Learning Program for Senior Leaders, please let us know.
Up to 70% of learning occurs on the job. Small learning groups can harvest this learning through a technique called Action Learning.
What Action Learning Is
Action learning is a way to learn from our actions with insights from trusted colleagues in a setting that structures collaborative inquiry and reflection.
Participants in an action learning group take time to share, question and reflect upon their actions in a group context, gaining insights from others that will help them to act in the future. The great value of an action learning group is in the collective experience of the group members. Learning is practical, pragmatic, and anchored in the enterprise of the participants.
How Action Learning Works
Action learning groups are comprised of six to eight participants. They gather once every six to eight weeks to reflect on concerns they are having on the job. Each member of the action learning group comes prepared to discuss a work-related project or challenge to which they are committed, and from which they can learn. Participants describe their challenge to group members. He or she makes clear to the group what kind of assistance he or she is hoping for from them. Group members help the presenting participant to think more deeply about the issues underlying their challenge by asking probing, non-judgmental questions. The questions that group members ask open new ways of seeing a concern, and hence, they open new possibilities for action.
Conversations within action learning groups are strictly confidential. What is said in the group stays in the group.
Action learning groups begin with a professional facilitator. Their job is to get the group started and committed, and to teach members how to facilitate their own meetings. After five or six sessions, the group is often ready to facilitate its own meetings.
Action Learning Outcomes
As a result of participating in an action learning group, participants:
| develop new skills like generative listening and structured inquiry. As a result, participants have more self awareness and understanding, better interpersonal relationship skills, nuanced communication skills, and the ability to work authentically with others. | |
| find new ways to see situations and new ways to act. | |
| find solutions that are grounded in the experience of others and in the enterprise they are working in; | |
| have increased cross-functional knowledge and understanding of corporate level issues; | |
| become a member of a trusted, durable group that is honest and mutually supportive; | |
| learn about a method of inquiry that can become part of how they lead within their organizations. |
Next Steps
| Leap! Corporation can help you to set up an Action Learning Program within your organization. | |
| We can facilitate action learning groups on site and on-line. (Action learning groups can include members located at different sites around the world). | |
| We can train members of your organization to become action learning group facilitators. |
If you are interested in developing an Action Learning Program in your organization, please contact us.
© Leap Corporation 2009