Action Learning Sets

Set meetings use "action learning", to enable people to share and support one another's development.

"There is no action without learning and no learning without action"

The three equally important key elements are:

Action

You will work on a live challenge throughout the period of the programme, not just in the sets. The challenge or 'problem' has no right answer or current solution (unlike a 'puzzle', to which there is a definite answer). The choice of challenge for a set member is very important:

• Designed to stretch you, whilst meeting your personal learning objectives.
• Something that you deal with in the course of your duties, a workplace activity.
• Which interests and excites you, as you will be involved deeply with it, for some time.
• With a high organisational priority, so that the organisation as well as the participant benefits directly from the programme.

Learning

You learn through a process of reflection on the action you plan and take, and what is achieved (or not). This reflection is achieved through questioning - asking the right questions and not sticking with favoured solutions. This is different to programmed learning, where a body of knowledge is imparted. Because learning by action focuses on problems with no known solutions, questioning is a more effective learning method. Of course, there may be aspects of the problem that can be helped by accessing a body of knowledge or technique, but this happens independently of the set. Thus the starting point is what you don't know and want to learn about.

Support

This action programme revolves around set meetings, which take place every 4 to 6 weeks. Each set member is allocated a slot to discuss their challenge and what has happened with it since the last meeting. Members question and comment; learning from each other as well as from their own problem. The discussion is not formal and does not require a paper or a formal presentation. You simply reflect on your progress, sharing this coherently and deciding on the next steps. Set meeting must provide both support and challenge (warmth and light). If the support is high and the challenge low, it will be a 'cosy club'; with a high challenge and low support a band of 'clever clogs'. Neither will maximise learning and the experience will not be enjoyable or fruitful. Members are there for one another as well as for themselves, so come prepared to participate in a process of collaborative enquiry.

Other important points

At the outset an action set needs to agree ground rules. Typically these will include confidentiality, a commitment to attend all set meetings and a readiness to participate actively and positively throughout action programme. Learning is as simple as that and like all simple things, it can be very powerful.

Please contact us if your organisation needs help developing an action and learning programme