Have you ever experienced an Action Learning Set? I’m currently facilitating two sets of emerging leaders and am reminded how effective they are for fostering collaborative learning, tackling real-life challenges and enabling professional growth. And they’re fun!
What are Action Learning Sets?
Action Learning Sets are a structured method of collaborative learning where a small group of individuals (usually 4-8) come together regularly to address real-world problems and challenges. The concept, pioneered by Reg Revans in the 1940s, is based on the principle that the best learning occurs when people face real issues and take actionable steps to resolve them. The process involves reflective questioning and active listening rather than offering immediate solutions, encouraging participants to develop their problem-solving capabilities.
How Do Action Learning Sets Work?
Formation of the Set: A group of peers or colleagues forms the set, usually facilitated by a trained facilitator and agrees the frequency and duration of sessions. These are likely to be every 6-12 weeks for 2-3 hours.
Identifying Problems: Each participant presents a problem or challenge they are currently facing in their professional life.
Reflective Questioning: Group members ask open-ended questions to help the presenter reflect on their problem, clarify their thoughts, and explore potential solutions.
Action Plan: The presenter develops an action plan based on insights gained from the session.
Implementation and Feedback: The presenter takes action on their plan and reports back to the group in subsequent meetings, receiving feedback and further support.
The Benefits of Participating in Action Learning Sets
Enhanced problem-solving skills as participants are pushed to think deeply and critically about their challenges.
Improved decision-making through considering diverse perspectives.
Increased self-awareness gained from presenting problems and receiving feedback in a supportive setting.
Communication skills are developed as members learn to ask insightful questions and actively listen.
Encourages creative thinking and innovative solutions that might not have been considered individually.
Building trust and collaborative working relationships as a result of working closely with colleagues in a supportive environment.
A continuous learning environment where participants can regularly reflect on their experiences and learn from others.
Increased accountability as participants follow up and report back to the group on the actions they’ve taken away.
Email me if you would like to discuss how action learning sets, or another form of group reflection or coaching could benefit your organisation.