Putting Some Action into Learning

For two-thirds of my working life I have had a quarterly indulgence. This is my guilty pleasure and something I have protected and nurtured as an important part of my personal development. I am talking about my action learning group. We are a group of six people who have spent the last 14 years sharpening our technical skills with each other in using methods such as appreciative enquiry, the 'goldfish bowl,' third chair technique, hot seat questioning and many more.

This is our chance to bring real issues to the table and surrender to an action learning process in the confidence that, by the end of the session, our minds will be challenged, expanded and hopefully, clearer. In our working lives, we are all delivering to clients and working within organisations, relentlessly striving to improve others. These morning sessions are therefore our respite from the hectic and fast paced environment to intentionally spend time thinking. Neurological recharging if you will.

For those of you not familiar with action learning, its originator is Reginald Revans, who observed the technique when a student physicist at the University of Cambridge. He observed scientists describing their question or problem and expressing unashamed ignorance in relation to the answer but working collaboratively to explore and challenge thinking. He went on to develop the methodology within organisations and so action learning as a distinct concept and process was born.

‘There is no learning without action and no (sober and deliberate) action without learning’ R.W. Revans 1907–2003

Over the years, the action learning group I am a member of, has striven to create a safe environment built on trust and respect and a desire to learn. We are all fascinated by learning. Don't be mistaken though, this is not always a comfortable process. I have often walked away feeling personally challenged and pushed. If you don't experience this at some point, you are either playing it safe with your topics that you bring, or not really learning. Be warned, it can be emotional!

Within an organisational context I have also seen action learning used with great effect. Getting graduates together to discuss technical, team or organisational issues that they have and would like to learn through. Action learning implemented across an organisation has a great multiplier effect as issues can be raised and action taken in a timely manner. Pulling together senior leaders from different businesses to allow them the space and time to truly appraise, evaluate and construct the issues they face for greater clarity. These interventions range from the purist notion of action learning without agenda through to the use of action learning techniques in combination with structured inputs and networking.

Finally, the focus is on action. Our commitment to the action learning group is that we will report back on the actions we have taken as a result of our action learning topic/session. This can then generate more input or simply provide a satisfying completion to the process. It takes commitment and requires individuals within the group to be selfless in their quest to enable learning in the others. Ultimately, action learning has the power to bring insight fuelled action and once mastered as a process, can reap huge rewards for the individual and organisation.

I will leave you with a simple recipe for effective action learning.

Recipe for Successful Action Learning:Recipe for a Successful Action Learning: 

Ingredients: 6-8 people, some tasks or problems, commitment, trust, concern, time, experience, support, challenge, risk, facilitation, humour.

Method: Take a liberal slice of time, and mix thoroughly with the lifetime experience of several committed people. Sprinkle a generous helping of concern for others, and add enough trust to mould the mix until it gels firmly together. An added catalytic facilitator may help it to bind. Season with a little risk. Add support and challenge whenever necessary. Leave to simmer indefinitely, stirring regularly as you feed in a variety of problems. An occasional dash of humour will prevent the mix from sticking 

Results: So what do you get? Opportunities! The opportunity to focus on particular areas in your professional life and discuss at a lever which, for a variety of reasons you cannot do at work; the opportunity of new perspectives on such areas based upon the experience of others; the opportunity to develop and practise new skills in a relatively safe environment; the opportunity for reassurance that others have also ‘been there before’ …… and friendship. 

Source: Adapted from the original by Sheila Webb, Consultant in Public Health Medicine, Airedale. 

If you want to read more, here are a few resources:

https://hbr.org/2008/11/three-changes-is-two-too-many

http://www.mheducation.co.uk/openup/chapters/9780335245970.pdf

https://www.amazon.co.uk/Facilitating-Action-Learning-PractitionerS-Guide-ebook/dp/B00BEUG6BC

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