Perhaps you have already heard of Action Learning ? Or have already experienced it as a participant? Action Learning is "the co-development tool of 2021, because it is a quick and efficient way to increase collective intelligence and team cohesion while reducing stress and pressure", explains Joanne Fourtanier, professional coach and supervisor, who hosted a webinar on the subject on 4th June 2021. A webinar that brought together some fifteen members of the Cala Learning Hub network.

An effective tool that has regained popularity in recent years

What exactly is Action Learning? It is a process whereby peers meet regularly in a supportive, challenging and confidential environment to share problems or opportunities, support each other, gain insight, explore possibilities, solve problems, encourage action, learn and grow.

This collective intelligence tool brings impressive results," says Joanne. It's faster, more pragmatic and more powerful than a co-development session. Initially developed by the British academic professor and management consultant Reginald Revans in the 1950s, this approach has been enjoying a resurgence in popularity for several years now.

The benefits of Action Learning in the workplace

But why is it such an interesting tool? Firstly, because the sessions are quick (45 minutes) and the process easily assimilated. Secondly, because it allows you to develop both what you do and who you are, and can be adapted to develop all kinds of skills and behavioural changes. It also enhances team communication, collaboration, openness and individual and team performance.

Companies in all sectors (health, engineering, education, industry, etc.) can use action learning to, for example, improve their training programmes, devise and implement new strategies or develop their staff and leaders.

Action Learning: how does it work in practice?

The sessions bring together peers or different people to work together on problems, share ideas and challenge each other. "The first requirement is that participants are motivated and open to this kind of approach," Joanne warns. At the beginning of the session, one person presents his or her problem to the others (5 minutes), who in turn ask questions to clarify the situation (2 minutes) and to help them reflect (10-15 minutes). Then it is time to share ideas and exchange (10-15 minutes) and finally to give specific and constructive feedback (5 minutes).

What contexts or individuals would be good candidates for Action Learning? Immediately, Cala Learning Hub members identify relevant examples in their current or past organisations: sharing ideas or difficulties between employees of the same function, helping students find a job, finding solutions to facilitate remote working...

Here are some tips to roll out Action Learning in your company

  • Appoint a trained facilitator to lead the first few sessions, then train the group to take over within a given timeframe
  • Train a specific person in your company or team to implement Action Learning (or bring in an external person)
  • Make sure that participants commit to attending each session (within a given period)
  • Choose 4 or 5 behaviours/skills to develop from the beginning to the end of the project
  • Start 2 groups with motivated participants, set 3 key performance indicators (KPIs) and evaluate the impact after 6 months
  • Use a trained facilitator to run the sessions

 

photo Jo Fb

Article written by Laure Blancard & Joanna Menezes