Action Sets
What is action learning?
Action Learning is a practice which enables managers to develop themselves and their organisations. It has been successfully used for management development in a wide range of settings. Action learning was developed in the 1940s by Reg Revens. It has been applied extensively in the private and public sectors, including within a number of local authorities, educational establishments, and voluntary sector organisations.
As a manager, it is often difficult to find people (other than partners or close friends!) who are able and willing to explore work situations in a way that enables objective evaluation of alternative courses of action. The structure of action learning ensures that the set stays focused on work and does not deteriorate into a gossip network or cosy chat club.
What actually happens?
A group of five to eight people working in related fields and at comparable levels of management responsibility meets regularly with a facilitator for a contracted number of meetings. The facilitator has the responsibility to hold the members of the group to their agreed task, to model a style of questioning and to manage the process of the set.
At the meeting
What action learning offers each participant
Action Learning is a practice which enables managers to develop themselves and their organisations. It has been successfully used for management development in a wide range of settings. Action learning was developed in the 1940s by Reg Revens. It has been applied extensively in the private and public sectors, including within a number of local authorities, educational establishments, and voluntary sector organisations.
As a manager, it is often difficult to find people (other than partners or close friends!) who are able and willing to explore work situations in a way that enables objective evaluation of alternative courses of action. The structure of action learning ensures that the set stays focused on work and does not deteriorate into a gossip network or cosy chat club.
What actually happens?
A group of five to eight people working in related fields and at comparable levels of management responsibility meets regularly with a facilitator for a contracted number of meetings. The facilitator has the responsibility to hold the members of the group to their agreed task, to model a style of questioning and to manage the process of the set.
At the meeting
- Participants (set members) decide between them who is going to present a particular situation that they currently face.
- The presenter talks, for as long as they wish, and describes their situation/problem/challenge.
- The set members ask questions designed to assist the presenter come to a deeper understanding.
- The set assists the presenter to review options and decide on action.
- The set reflects on the group process and gives feedback to each other on what has taken place.
What action learning offers each participant
- The opportunity to learn from good practice elsewhere in the field, and develop new ideas for work situations.
- Problem solving time which gives the opportunity for personal learning and development.
- A group where it is possible to receive support and challenge amongst peers.
- Insight, through the group process, into the way that individuals relate in small groups, which in turn increases understanding of work relationships.
- A safe environment to explore strengths and weaknesses as a manager.
- Development of individual listening and diagnostic skills.
- Support from peers who understand each other’s work, but have no vested interest in the outcome of each person’s work problems.
One participant commented on their experience of an Action Learning Set: “You have your own airspace – everyone concentrates on helping you, in the knowledge that their turn will come. It’s the discipline that is powerful – you have to explain a problem or issue to the set, and in itself it’s useful to have to articulate it … and if you get lost, the set asks you to be more precise, or explain more. It’s really hard work.”