Darftpaper
Be able to use action learning for leadership development
Action learning is based upon the concept of learning by reflection (or reviewing) on an experience. In this case, it provides us with an opportunity to implement the skills learned on our leadership programme. In our case, the action learning set was termed a PACE group.
The concept of action learning sets was developed by Reg Revans. It is a process where a group of colleagues learn together by working on real problems and reflecting on their actions taken to address these problems. Individuals learn and develop skills through actual actions and practice rather than through formal teaching, thus the approach to learning is based on acquiring experience. Revans believed that managers, or “comrades in adversity” learn most effectively in a group with, colleagues or managers of a similar level when dealing with genuine work issues.
Revans described the ‘cycle of learning’ as a continuous process of action and reflection in Revans formula;-
L = P + Q
L is learning
P is programmed knowledge
Q is questioning insight
The Action Learning Cycle follows the process of: Reflecting, Learning, Planning, Action and then back to Reflecting.
Basic Principles
Typically, the set or group consists of 5-8 people who commit to work together over a period of time (typically over 6 months). The group meets regularly during this time. At each meeting, set members have an opportunity to introduce a challenge or issue that they are facing in their own workplace. The group helps to work on the problem through supportive but challenging questioning in order to develop a deeper understanding of the issue involved, to challenge underlying assumptions and to explore ways forward. A plan of action is formulated and the set member reports back to the group on progress at the next meeting.
Ground rules are normally negotiated and established at the beginning of the programme, which are fundamental for the group to
Action learning is based upon the concept of learning by reflection (or reviewing) on an experience. In this case, it provides us with an opportunity to implement the skills learned on our leadership programme. In our case, the action learning set was termed a PACE group.
The concept of action learning sets was developed by Reg Revans. It is a process where a group of colleagues learn together by working on real problems and reflecting on their actions taken to address these problems. Individuals learn and develop skills through actual actions and practice rather than through formal teaching, thus the approach to learning is based on acquiring experience. Revans believed that managers, or “comrades in adversity” learn most effectively in a group with, colleagues or managers of a similar level when dealing with genuine work issues.
Revans described the ‘cycle of learning’ as a continuous process of action and reflection in Revans formula;-
L = P + Q
L is learning
P is programmed knowledge
Q is questioning insight
The Action Learning Cycle follows the process of: Reflecting, Learning, Planning, Action and then back to Reflecting.
Basic Principles
Typically, the set or group consists of 5-8 people who commit to work together over a period of time (typically over 6 months). The group meets regularly during this time. At each meeting, set members have an opportunity to introduce a challenge or issue that they are facing in their own workplace. The group helps to work on the problem through supportive but challenging questioning in order to develop a deeper understanding of the issue involved, to challenge underlying assumptions and to explore ways forward. A plan of action is formulated and the set member reports back to the group on progress at the next meeting.
Ground rules are normally negotiated and established at the beginning of the programme, which are fundamental for the group to