Action Learning Sets
"Learning must be equal to or greater than the rate of change."
Reg Revans
Reg Revans is widely credited as the man who developed action learning throughout Europe. Regarded as the founder of action learning, his vision was for
“practical business people learning from each other, creating their own resources, identifying their own problems and forming their own solutions.” Action Learning in the Workforce Gateway
Action Learning in the first year of the Gateway has been a huge success and further funding has been secured to support another four sets up to june 2009.
Sets are currently being established, and the first introductory session took place on the 16 January 2009, where delegates shared the models and principles underlying our approach to action learning and allowed those who were interested to form sets. The sets will initially be facilitated to support learning and group processes. To register your interest in the next introductory session,
click here. New dates will be available soon.
Each set has six participants from authorities across the region, providing a supportive, confidential and structured environment to discuss key challenges faced and explore practical and useful solutions.
In the first year, four action learning sets were established with two out of the four sets continuing to meet on a self facilitating basis. This is excellent news and we wish them every success.
Here's what participants of prevoius action learning sets have said:
"I have found the ALS incredibly useful. It has provided me with a supportive space where I have been able to work on real work issues."
Emma Lovelady-Roberts, Oldham MBC
"I have found the action learning set approach most useful in providing opportunities to reflect on a range of issues and identify the way forward that would not necessarily be so obvious if tackled alone."
Paul Sinclair, Warrington BC
“I found the action learning sets to be a really positive and supportive environment to enable me to reflect on and work through issues and, for me, the ability to work with others from different authorities allowed a wider perspective within the process for individual development.”
Action Learning Set Participant.
So What is Action Learning?
"Action learning takes so long to describe because it is so simple."
Reg Revans
Action learning stresses the collaborative nature of learning by creating a spirit of support in which participants can test out ideas, and transfer learning into action.
It brings together small groups of participants with the following intentions:
- To work on and through organisational/individual issues.
- To work on real problems; on situations that are impacting on them and others in the workplace – now!
- To check other people's perceptions.
- To clarify and break down the issue and explore possible alternatives for action.
- To move forward in the light of new insight and begin to change the situation.
- Bring an account of the action and its results and consequences back to the group to share learning and reflection.
- To reflect on learning outcomes, both in terms of tackling the issue and what has been learnt about yourself, and how this might translate to current and future situations.
- To provide the balance of support and challenge that enables people to manage themselves and others more effectively.
- To take action!
If you are wondering whether action learning is right for you and/or what you can gain and have to offer the process,
click here to register your attendance at the introductory session.
Click here for news from the Action Learning Conference, February 2009.