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Action Learning

‘Care to Lead’ Aspiring HR Director Programme. Action Learning. Paul Schanzer & Ian Govier (Facilitators). An elephant is like a fan. An elephant is like a spear. An elephant is like a rope. An elephant is like a wall. An elephant is like a snake. An elephant is like a tree.

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Action Learning

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  1. ‘Care to Lead’ Aspiring HR Director Programme Action Learning Paul Schanzer & Ian Govier (Facilitators)

  2. An elephant is like a fan An elephant is like a spear An elephant is like a rope An elephant is like a wall An elephant is like a snake An elephant is like a tree

  3. A way of learning from our actions, and what happens to us, and around us, by taking time to question, understand and reflect, to gain insight, and consider how to act in the future Weinstein 1999 What is Action Learning?

  4. A continuous process of learning and reflection supported by colleagues, with the intention of getting things done McGill and Beatty 1998

  5. Action learning is an approach to the development of people in organisations which takes the task as the vehicle for learning. It is based on the premise that there is no learning without action and no sober and deliberate action without learning Pedler 1997

  6. Thus it is that action learning does not pretend to supply the subject with much fresh cognitive knowledge; it is sufficient to help them use more effectively what they already have, and to reinterpret the experiences of yesterday in the light of tomorrow. RegRevans

  7. Adults learn best when they are actually involved in their own learning about a current life situation Adults who voluntarily choose a learning experience usually learn more readily Emblen and Gray 1981 Principles of Action Learning

  8. The individual - who voluntarily joins the group The set - a group of people who meet regularly The issue or task -each person brings what they want to work on The processes - the challenge, support The facilitator -who helps the group as it works and learns The outcome - action and learning Revans 1991 Six main elements of Action Learning

  9. What happens during an Action Learning Set ?

  10. Warmth and Light (support and challenge) Listening Reflection Questioning Feedback (giving and receiving) Principles of Action Learning

  11. To look is one thing, to see what you look at is another. To understand what you see is another. To learn from what you understand is something else. But to act on what you learn is all that matters.

  12. L>C Learning must be equal to or greater than the rate of change Revans 1983 Learning

  13. Learning happens at three levels: About the issue being tackled About oneself About the process of learning itself

  14. Learn from experience Share that experience with others Have other colleagues challenge and support Take that challenge and implement it Review with those colleagues the action taken and the lessons that are learnt. Revans 1993 Action Learning allows individuals to:

  15. P+Q = L P - Programmed Knowledge - expert knowledge, knowledge in books, what we do because that’s the way it has always been done Q - Questioning - the aspect of previous experience is useful relevant or just what we don’t know L - Learning -the result of the combination of the two Action Learning Equation

  16. L=(P+Q+A+R) = C > SQ L       = Learning    P   = Programmed Knowledge    Q   = Questioning  & Assessing A       = Action    R      = Reflection    C        = Planned Change  SQ   = Status Quo

  17. Traditional Learning Historic case studies Individual focused Learning about others Study of other organisations Planning Input based Past orientated Low risk Passive Theories Action Learning Current real case studies Group based learning Learning about self / others Study own organisation Planning and doing Output / result based Present / future orientated High risk Active Practical application Differences in approaches to learning adapted from Margerison 1988

  18. The Kolb Learning Cycle Stage 1: Having an experience Stage 4: Planning the next steps Stage 2: Reviewing the experience Stage 3 : Concluding from the experience Kolb 1984

  19. Increased confidence Increased self awareness Ability to approach situations from a broader and more political perspective than in the past More proactive than reactive in problem solving and decision making More reflective than emotional in tense situations Better at listening Move into new jobs more quickly and effectively Achieve goals faster than expected Developing and stimulating others in the organisation Benefits of Action Learning

  20. Imposing your values and opinions on others Giving advice Being judgmental Criticising or trivialising what the person is presenting Things to avoid in an Action Learning Set:

  21. Can we stop for a moment and check how we are doing? How do you feel about what is going on? How helpful was that comment? Perhaps it would be more helpful to turn that comment into a question? What questions does that raise? Which question was most helpful and why? Why has everyone ignored … statement? Everyone seems a little tired - shall we take a break for a few moments? Perhaps we should check our ground rules? What are we trying to do here? How can we help…move on? How can we make this set more effective? What does that mean? Is that helpful? Facilitation Questions

  22. It sounds as though you are feeling…..How does that make you feel?What do you think is really going on?What do you think would happen if….?Do you think that….?How would you know if…?What could you do?How can you….?

  23. Confidentiality Attendance Scheduling Air Space Listening Non-interruption Empathy Open questions Respect Fun! Some ‘Ground Rules’ for consideration

  24. A way of learning from our actions, and what happens to us, and around us, by taking time to question, understand and reflect, to gain insight, and consider how to act in the future Weinstein 1999 Action Learning

  25. Final Thoughts

  26. If we always do what we’ve always done… …we’ll always get what we’ve always got!

  27. What am I (are we) going to do differently after today?

  28. If I do nothing about it in 24 hours… …I’ll probably do nothing about it!

  29. and finally…

  30. When people who are not used to speaking are heard by people who are not used to listening, then real change occurs

  31. ‘Care to Lead’ Aspiring HR Director Programme Thank You Diolch Paul Schanzer & Ian Govier (Facilitators)

  32. Website: www.ctrtraining.co.uk http://www.ctrtraining.co.uk/resources.php

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