LLC Action Learning Webinar - April 2012

Action Learning: Maximizing its use in Community-Based Leadership Development Programs Donna R. Dinkin, DrPH, MPH 336-643-4165 drdinkin@hotmail.com dinkind@ccl.org Dinkin & Associates LLC, 2012

Today’s Goalsp To increase understanding of Action-Learning as a developmental methodologyp To increase understanding of how regional PHLIs have utilized Action-Learning Projectsp To increase understanding of strategies and challenges to maximizing the use of action-learning projects in leadership development programs Dinkin & Associates LLC, 2012

What isAction Learning?A coach - supported process involving a small groupof people solving real problems … while at thesame time focusing on what they are learning …and how their learning can benefit each groupmember … and the organization or community as awhole. (Michael J. Marquardt) Dinkin & Associates LLC, 2012

Critical Success Factors A real problem or project that is relevant, complex and important A diverse team of 5-7 people Commitment to Action Equal commitment to personal and shared Learning Reflection, Questioning and Feedback A skilled learning and process observer (ALC) Accountability Dinkin & Associates LLC, 2012

What Action Learning is not…  Outdoor adventures  Team Building Activities  Group Simulations  Table-top exercise  Individual Projects  Case Studies Dinkin & Associates LLC, 2012

The Action Learning Cycle Dinkin & Associates LLC, 2012

Investment and ROEWhat did I just agree to? What might I get in return?Longer meetings More creativity andDeeper level of dialogue; innovation from teamexposed elephants Better project solutions andQuestions & Reflection outcomesObservation and interruptions Higher level of teamSlowing down to speed up performance Personal and teamGiving and Receiving developmentFeedback Enhanced relationships Dinkin & Associates LLC, 2012

Integrated LDP Design Kick-off Session I Session II Session III/Graduation 360 Self- Assessment Process and 1:1 Coaching Action Learning Team Project Dinkin & Associates LLC, 2012

The Melt Down – The Coaches Role Dinkin & Associates LLC, 2012

What can one learn through an ALExperience? Project Issue or Challenge Public Health Skill or Methodology Self – behaviors, skills Others* – behaviors, strengths etc. / social networking New knowledge and new skills (mastery) i.e. conflict management, leading teams etc. Team Leadership and Performance Transformation of Organizational / Community System LEARN HOW TO LEARN Dinkin & Associates LLC, 2012

The Changing Role of a ALC Team Charter & Progress Note Report & Project Statement PresentationFORMING STORMING NORMING PERFORMING ADJOURNING •Observe dynamics •Harvest Learnings •Model Learning Behavior •Push to deeper levels •Mirror back to team •Hold Team Accountable •Assure integration of program •Increase Stickiness •Slow team down content •Celebrate work •Help team transfer learning •Lead Dialogue •Seek examples of new behaviors •Assure Team Process for Learning •Re-examine learning goals •Promote Relationship Building •Re-examine team charter •Set Learning Goals Dinkin & Associates LLC, 2012

Tools andExercises Dinkin & Associates LLC, 2012

Dinkin, D.R. & Frederick, S. L. (in publication).Action-learning projects used in public healthleadership institutes, Leadership in Health Services,Emerald Publishing Dinkin & Associates LLC, 2012

PHLIs - Project Requirements Dinkin & Associates LLC, 2012

Challenges Expressed by PHLIDirectors $$$, Economic struggles of states and orgs; workforce development is not highly valued by those in power Some scholars see the project as busy work; struggles with momentum Knowing how much to ask of busy scholars and how much to nag them to get deliverables in on time (tracking and supporting) PH culture is action oriented; not learning oriented Time for scholar teams to meet Finding effective ways to use technology Institute design is a challenge when you are a new program; knowing up to provide an adequate “set-up” to project work Unable to provide much support or advising to project teams Various project team structures within one Institute is a challenge Various levels of skill /ability of outside mentors, advisors & coach Dinkin & Associates LLC, 2012

Challenges to Evaluating ActionLearning Experiences What is success? – This is not always known (learning vs action); what are the most effective evaluation questions The return is not always able to be quantified Can evaluation of AL be separated from the program evaluation Lack of appreciation for learning process mid-program Evaluation overload (response burden) or a lack of $/resources to evaluate Dinkin & Associates LLC, 2012

For More Information Day, D.V., The Difficulties of Learning from Experience and the Need for Deliberate Practice, Industrial and Organizational Psychology, 3 (2010) O’Neil, J. and Marsick, V., 2007. Understanding Action Learning, AMA Plager, D., Action ‘Thinking’ – A Cognitive Approach to Action Learning Programs, OD Practitioner, 41 (2009) Sofo, F., Yeo, R., Villafane, J., Optimizing the learning in Action Learning: Reflective Questions, Levels of Learning and Coaching, Advances in Developing Human Resources, 2010, 12, 205. THANK YOU!!! Dinkin & Associates LLC, 2012

LLC Action Learning Webinar - April 2012

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