Action Learning is being increasingly adopted by organizations of all sizes all over the world and is widely regarded as a cost-effective methodology for group coaching. It can be used as a way to disrupt organizational cultures positively, discover underlying issues, and find innovative ways to resolve these issues.
How Does This Type of Learning Work?
An Action Learning session involves small groups of people from different areas of a business working to resolve issues in real time. It involves reflecting with and learning from others in an attempt to make real change.
The Benefits of Action Learning
Action Learning can be used by organizations in all sectors to deliver many benefits. These benefits include improving existing training programs, developing the skills of individuals and senior members of staff, implementing new strategies, and embedding learning into an organization.
This is because this style of learning builds powerful active listening and questioning skills, promotes engaged, collaborative relationships, and develops personal and organizational capacity. Action Learning makes use of experiential learning within the workplace and, through peer-to-peer learning, creates communities of effective leaders.
For organizations, Action Learning is a means to build connections, break down silos and strengthen networks. In terms of the individual, the approach supports personal development, builds resilience, and enhances emotional intelligence.
Action Learning: BSN Alumni Lecture
Business School Netherlands (BSN) Nigeria graduate Johnson Salako – CEO of MPS Technologies Limited – spoke at the BSN’s maiden alumni lecture held in 2015 at the Sheraton Hotel, Ikeja, Lagos. Mr. Salako pointed to Action Learning’s ability to deliver tailored leadership skills, as well as its propensity to develop conflict resolution, collaboration, and sharing skills, all of which are vital for effective contemporary leadership.
Action Learning on the Ground: A Case Study
The University of Salford in the UK used an Action Learning approach to create a culture change within its organization and improve performance among its 360-strong staff.
The Action Learning program began with a series of leadership workshops. After this, all participants were offered Action Learning Sets to help them resolve arising challenges as they worked on the development of a high-performance culture.
As a result of the sessions, the university reported stronger networks and a more confident workforce that is able to view issues in a positive, more informed light. The university also noted improvements in the clarity of its communications processes and that teams were more active, energized, and structured in their approaches.
For more information about Action Learning, take a look at the embedded PDF.
