LEARNING,KNOWLEDGE

AND EFFECTIVE
PERFORMANCE
BM025-3-2
ACTION LEARNING

LEARNING OUTCOME
To understand and discuss the concept of
action learning.

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What is Action Learning?

Action learning is a means of collaborative
workplace learning through which people learn with
and from each other (Ewing 2004).
Action learning is a professional process
encouraging reflection, social support and action to
address personal and group learning needs
Action learning values the expertise of its
members.
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The Creator of Action Learning

Professor Reginald Revans, the originator of action
learning, died aged 95 in January, 2003. He had
invented and developed this method in the UK in the
1940s, working in the Coal Board and later in hospitals

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What does it involve?

Teams of up to 5-6 come together to learn with
and from each other (action learning set)
A facilitator
Time to learn together and a shared focus for
learning
A commitment to action, reflection and change
A supportive and risk free learning space
Clear goals for learning set by team

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Characteristics of Action
Learning
The group
The facilitator
A questioning
and reflective
process
Questions

A commitment
to learning

The resolution
to take action
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www.hihtworld.com

What it is NOT
Non hierarchical
Non traditional focus
Not a formal meeting
Not counseling or therapy
Not seminar or class discussion

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How does action learning work?

reflecting

Myknowledge
&theory
about..

collaborating

Quality
learning

sharing
action

Knowledge&
theoriesof
others

Myknowledge&
theoryin
practice

Knowledge&
theoriesofothersin
practice

Turbill1994
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Dynamic, active learning

L = P + Q where:
(L) Learning is a function of
(P) Programmed knowledge

(Internet-based courseware, library and

practitioner knowledge)
(Q) Questioning insight
(Learning to ask the right questions)
9
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www.hihtworld.com

The Action Learning Set

Web of support:
Learning coach
Work teams
Line managers
Project clients
Colleagues
Friends & family
Others

learning set
learner
(associate)
7-17 associates
Specialist advisers

Own learning
Shared learning
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www.hihtworld.com

Action Learning - Worldwide

Sodexho
Novartis
Siemens
Boeing
Caterpillar
Baxter
Singapore Polytechnic
Fairfax Schools
Organization of American
States
General Electric
DuPont
Samsung
American University

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Why Action Learning?

Action learning leads with questions (not content) and
fosters shared, work-based Learning. It:
is learner-centred and can be tailored
to the needs of a group

promotes higher level, active learning

encourages co-operation and teamwork
is based on outcomes, not recall
uses technology to enable cost effective
communication and access to knowledge
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www.hihtworld.com

Power and Benefits

of Action Learning
Solves complex
problems and
challenges in a
systems-thinking
approach
Builds powerful teams
Enables individuals
and teams to learn
while working
Creates a corporate
culture that can
handle change and
learns
Develops leadership
competencies
Develops systems
thinking and creativity
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How Action Learning Differs

from Other Problem-solving
Groups

Learning and team development as important as

solving the problem
Groups charged with implementing as well as
solving real problems
Membership not reserved to experts or involved
people
Questions precede answers; dialogue over
discussion and debate
Learning coach with power
Actions and strategies requiring systems thinking

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Problems/Challenges for Actions

Learning
Important to the organization or
individual - not a made-up exercise
Unimportant problems diminishes
creativity, commitment and learning
The more complex in nature, the more
powerful and valuable is the action
learning
Problems should be feasible and within
the authority and/or responsibility of
group
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Examples of Problems for

Action Learning

Recruiting high tech workers

Developing training programs for leaders
Improving information systems
Six Sigma projects
Improving customer service
Resolving conflict between departments
Developing a new performance appraisal system
Establishing work schedule

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Creating Organizational Change

and Building Learning
Organizations
Organizations are now able to adapt to
change more quickly
Action learning groups are models of
learning organizations
Members assure that knowledge is
captured and transferred
Every event is a learning opportunity
Learning is connected to all business
goals

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EXAMPLES OF
ACTION LEARNING

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AN EXAMPLE OF ACTION LEARNING

Academic partner and

teacher sharing classroom
observations
Shared notes with teacher
Teacher talked about why
she did what she did in
lesson
Links made to QTF
Note: teacher release
needed.

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Academic partner demonstrates writing

strategies

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TUTORIAL QUESTIONS
1. Describe the concept of action learning and
the conditions necessary to make it
effective/succesful.

2. Critically evaluate the good and bad aspects

of action learning if it is to be applied in a
manufacturing organisation.
(13 marks)
.
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CLASS ACTIVITY
Think about a problem to solve(perhaps at
Apiit) . Form an action learning set. There
must be:
-a facilitator
-a valid problem to solve
-solutions/ recommendations to act upon
-the use of the equation/formula for it to
work
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