Action+Learning

Action Learning

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=What is Action Learning =  Named ** the problem solving tool of the 21st century ** by Business Week, Action Learning is a process that involves a small group working on a real organisation problems, taking action and learning while doing so.

It is a powerful management tool that creates dynamic opportunities for individuals, teams, leaders and organisations to successfully adapt, learn and innovate.

[] Action Learning is a powerful problem solving tool that has the amazing capacity to simultaneously build successful leaders, teams and organisations. It involves a small group working on real problems, taking action, and learning both as individuals and as teams.    http://www.kstoolkit.org/Action+Learning+Sets []

  

[] =Action Learning = Action learning is a learning and problem-solving strategy for organizations, whether commercial, government or non-profit. The focus is to increase employees learning capacity within an organization

while responding to a real world challenge in a cross-departmental team.

Reflection is an important part of the experience. Your small, mutually supportive group > The experience of "exchange" can generate fresh approaches across departmental lines (networking), and help build systemic innovation and learning capacity within the organization. > Reflects upon, and documents, the process Groups are formed to solve real problems, not to make recommendations.
 * Takes advantage of its members’ own actions and experience
 * Begins with a period of strategic questioning of the problem
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">Sets action items and goals
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">Regroups to analyze progress

<span style="background-color: #ffffff; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline;">They are empowered and trusted with the necessary resources to take on the issue,

<span style="background-color: #ffffff; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline;">and as a derivative can present the organization with new procedures

<span style="background-color: #ffffff; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline;">that build the productive power of the organization > ** Organizations, whether commercial, government, or non-profit. ** > Since action learning is intended first to increase the learning capacity of employees, > then to resolve a real problem in an organizational context, > it is not intended as classroom learning experience, or academic exercise. > ** Action learning begins with a clearly defined organizational opportunity or problem. ** > Its objective, set by the administration, should be clear and significant. > The team is fully empowered to bring the challenge to a successful conclusion. > ** An ad hoc action team of four to eight people, voluntary or appointed, ** > <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;"> ** with diverse backgrounds, skills and experience. Team members ** >> then commit their energy and expertise to the team process >> no matter what their rank or role within the organization. >> What are our backgrounds, range of expertise and skills? >> How can these contribute to resolving the situation? >> (Diversity ensures that team members will discuss and contribute out of their strengths, and in so doing teach each other on various points) >> <span style="background-color: transparent; color: #663300; text-decoration: none; vertical-align: baseline;">[|Active listening] ; accessible communication and meeting times; assigned administrative tasks, recognize emerging leadership > // The key is to start with fresh questions, not with constructs from the past. // 1 > Focus first on the right questions rather than the “right answers”; > clarify the exact nature of the problem, explore what is known and unknown. > The more challenging the questions, the better the learning experiences and strategies. > The more potential resources are identified, either relevant/irrelevant, available or needed, > the more comprehensive the strategy set. > The questioning phase also builds dialogue within the team, and generates an innovative and cross-disciplinary approach to strategic resolution. > After this phase of questioning and reflection, action items are identified. > Keeping journals and logs facilitates later documentation for the organization, > as well as personal progress. > <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;"> Lessons are recorded throughout the process of active learning, and at its conclusion, to benefit >> learning both situational and holistic
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** The context: **
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** The situation: **
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** The team: **
 * <span style="background-color: transparent; background-color: transparent; vertical-align: baseline; vertical-align: baseline;">Are expected to first understand the objective,
 * <span style="background-color: transparent; background-color: transparent; vertical-align: baseline; vertical-align: baseline;">Participate as equals, empowered and encouraged to contribute,
 * <span style="background-color: transparent; background-color: transparent; vertical-align: baseline; vertical-align: baseline;">Share with, and learn about, fellow team members early in the experience.
 * <span style="background-color: transparent; background-color: transparent; vertical-align: baseline; vertical-align: baseline;">Establish procedures common to <span style="background-color: transparent; color: #663300; text-decoration: none; vertical-align: baseline;">[|group learning] and process, i.e.
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** Insightful questioning and reflective listening. **
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** Journaling **
 * <span style="background-color: transparent; background-color: transparent; vertical-align: baseline; vertical-align: baseline;">team members in documenting responsibilities and timelines, as well as reviewing actions. for what is going right and what not-so-right, self-awareness
 * <span style="background-color: transparent; background-color: transparent; vertical-align: baseline; vertical-align: baseline;">individuals in reviewing their own experience and growth in the problem-solving process
 * <span style="background-color: transparent; background-color: transparent; vertical-align: baseline; vertical-align: baseline;">organizations in documenting the processes for future reference, as well as building a program of implementation throughout the organization, whether for organizational review, entrepreneurial activities, …

> Strategies of resolution frame action items; action items promote learning. > Group members divide tasks, set timelines, > and individuals or sub-groups return to their respective work environments to implement them. > Individuals are challenged both to use their range of expertise > as well as stretch their approaches to implementation. > At scheduled points in time, the team reconvenes to process individuals’ feedback, > discuss progress, encounter problems, set next steps. > If assumptions are proven wrong, a period of re-questioning is implemented, taking care to view the situation fresh; objectives and timelines are re-set if necessary. > Progress and lessons are journaled for future analysis. > There is no penalty for reconsidering the process and action items until the problem is resolved, or team refers the issue back to administration for further analysis. > With reflection on the concluding process, individuals should gain from self-awareness > within the process of experiential learning > Organizations should realize an immediate benefit in resolving the issue, as well as multiplier effects in enhancing employees’ learning/problem solving skills, cross-departmental communications, and alternative processes of engaging with problems. > Reg Revan, founder of action learning, believed that team members > are their best coaches, facilitators or leaders. > If the team does not have either the experience with reflective or group processes, experiences problematic participants, or needs outside direction, an outside facilitator can be sought to assist the team, much as any resource can be accessed. > A coach again uses a “questioning” approach to facilitate reflection and focus on the issues. Coaching can also be a task assigned within the group.
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** Action items **
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** Team mid-course reviews **
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** Team concluding reviews; institutional review **
 * <span style="background-color: #ffffff; background-color: transparent; font-family: 'Times New Roman',Times,serif; font-size: 16px; vertical-align: baseline; vertical-align: baseline;">** Coaching **