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Introduction to Action Learning
 

Introduction to Action Learning

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Introduction to Action Learning, with the 6 components, 2 groundrules and the integration of leadership competencies. I use this file as a 30 minute introduction before doing a session with a team for ...

Introduction to Action Learning, with the 6 components, 2 groundrules and the integration of leadership competencies. I use this file as a 30 minute introduction before doing a session with a team for the first time.

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    Introduction to Action Learning Introduction to Action Learning Presentation Transcript

    • Discovering Action Learning A Powerful Tool for Solving Problems and Developing Leaders, Teams and Organizations www.asioconsulting.com
    • About me • ASIO Consulting in 2012 -> TEAM EXCELLENCE • more than 20 years experience – in Asia and North-America – leading teams in operations – supply chain, quality, manufacturing, engineering and human resources • 1st Thailand based CALC Certified Action Learning Coach by WIAL (www.wial.org) • PhD candidate in KIM at Bangkok University • English, French, Dutch and Thai www.asioconsulting.com Peter Cauwelier
    • A problem solving and leadership development process that involves a small group working on real problems, taking action, and learning as individuals and as a team while doing so. What is Action Learning ? www.asioconsulting.com Peter Cauwelier
    • action -> solution learning www.asioconsulting.com Peter Cauwelier
    • www.asioconsulting.com Peter Cauwelier
    • www.asioconsulting.com Peter Cauwelier
    • Six components of an Action Learning program …  Project, challenge, task, or problem  Group of 4-8 people with diverse perspectives  Reflective questioning and listening  Creating solutions and taking action  Commitment to learning  Action Learning coach www.asioconsulting.com Peter Cauwelier
    • • real and important to the organization or individual • complex problems -> powerful and valuable action learning • problem should be feasible and within the authority and/or responsibility of the person presenting it 1. Problem or challenge www.asioconsulting.com Peter Cauwelier
    • Examples … • Attracting high tech workers • Developing training programs for leaders • Improving information systems • Improving customer service • Resolving conflict between departments • Developing a new performance appraisal system • Establishing work schedules • Improving a department’s image www.asioconsulting.com Peter Cauwelier
    • • 4-8 members to maximize creativity • diverse backgrounds -> various viewpoints • familiar or unfamiliar with problem • importance of confidentiality 2. Group www.asioconsulting.com Peter Cauwelier
    • • working on the right problem • agreement on the problem through questioning • understanding context as well as content 3. Questioning and reflecting www.asioconsulting.com Peter Cauwelier
    • www.asioconsulting.com • before solutions -> diverge in a systems perspective • allow us to reflect, listen, be creative, and learn • help to clarify, to open up new avenues, to offer ideas and insights • carry seeds of solutions open-ended questions ideas dialogue creativity breakthrough thinking innovation discovery inquiry perspectives exploration
    • “If I had an hour to solve a problem and my life depended on the solution, I would spend the first 55 minutes determining the proper question to ask, for once I know the proper question, I could solve the problem in less than five minutes.” Albert Einstein www.asioconsulting.com Peter Cauwelier
    • • taking action leads to problem solution • testing ideas in practice determines if effective and practical • recommendations only diminishes creativity and commitment 4. Action LEARNING ACTION www.asioconsulting.com Peter Cauwelier
    • “There can be no learning without action and no action without learning.” Reg Revans the ‘grandfather’ of action learning www.asioconsulting.com Peter Cauwelier
    • www.asioconsulting.com Focus on individual, team and organization-wide learning • Members take responsibility for own, group’s, and organization’s learning • Time is set aside to talk about learnings and how to apply them 5. Learning
    • L = P + Q + R Learning = Programmed Knowledge + Questioning + Reflection Dr Michael Marquardt the ‘father’ of action learningwww.asioconsulting.com
    • • group member or “external” partner • ensures sufficient time for learning • helps team to reflect on interactions and implications of actions to be taken • assures rules and process are followed 6. Coach www.asioconsulting.com Peter Cauwelier
    • Six components of an Action Learning program …  Project, challenge, task, or problem  Group of 4-8 people with diverse perspectives  Reflective questioning and listening  Creating solutions and taking action  Commitment to learning  Action Learning coach and 2 ground rules 1. Statements only in response to questions; anyone can ask questions 2. Coach has authority to intervene whenever he/she identifies learning opportunities www.asioconsulting.com Peter Cauwelier
    • Working on leadership competencies  Select one leadership competency you want to practice  Practice through the questions you ask and statements you make  Listen for other team members practicing their competency and write down evidence Feedback at the end of the session 1. Each about self 2. Each about others 3. Coach about all www.asioconsulting.com Peter Cauwelier
    • Leadership skills (example) • Systematic thinking • Customer focus • Business focus • Creativity • Planning • Open to change • Critical thinking • Strategic thinking • Reframing • Big picture thinking • Analytical skills • Listening • … www.asioconsulting.com Peter Cauwelier
    • www.asioconsulting.com Action Learning Session Flow Problem presenter shares the problem Team gains clarity and reaches consensus on problem Team creates solutions Problem presenter commits to action Team reflects on learning coach intervenes when necessary for process or learning Peter Cauwelier
    • Problem Presenter • 2-3 minutes to highlight the key elements of the problem – What are the issues or concerns ? – Why is this issue important and urgent ? – What do I want to get from this session ? • Answer the questions asked of you as concisely as you can • You do not have to answer questions that – you do not have the answer for (“I don’t know”) – for which you have not yet formed an opinion (“I need to think about that question;” “I’m not sure”) www.asioconsulting.com Peter Cauwelier
    • Team Members • Seek to gain a group-agreed understanding of the problem by asking questions • Make statements only in response to questions directed specifically to you or to the group as a whole • Feel free to ask questions of other group members as well • Try to build on each other’s questions rather than just on getting your questions answered www.asioconsulting.com Peter Cauwelier
    • Action Learning Coach • Focus is on helping the group learn and improve, and not on helping to solve the problem • Manage the time so both action and learning are accomplished in the session www.asioconsulting.com Peter Cauwelier
    • • Solves complex problems and challenges in a systems- thinking approach • Develops systems thinking and creativity • Enables individuals and teams to learn while working • Develops leadership competencies • Builds powerful teams Power and benefits of Action Learning www.asioconsulting.com Peter Cauwelier
    • Comparison with other development approaches www.asioconsulting.com Action learning Short training courses Education programs (MBA like) Coaching or mentoring International assignment Team building Individual competency development      ? Team building and development  ?     Taking action on business priorities    ?   Learning and developing new knowledge       Reflecting about own and other’s mental models     ? ? Peter Cauwelier
    • Introduce the process in existing company structures: • Project management • Personal development plans • High-potential development programs • Team brainstorming sessions • Innovation teams • Follow up after training sessions Train internal coaches to ensure sustainability Introducing Action Learning in your organization www.asioconsulting.com Peter Cauwelier
    • WIAL – Thailand 2013 www.wial.org www.asioconsulting.com Peter Cauwelier
    • Certification of Action Learning Coaches www.asioconsulting.com Peter Cauwelier Foundations of Action Learning ALF 2 days Certification for Action Learning Coaches 1 CALC1 2 days Certification for Action Learning Coaches 2 CALC2 2 days
    • Peter Cauwelier peter@asioconsulting.com or 081 939 7833 www.asioconsulting.com Thank you