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©2019 ITAP International, Inc. All Rights Reserved.
1
The Action Learning Team
Process Questionnaire™
The Benefits of
Action Learning
1. Previously unsolvable problems are
solved
2. The organization becomes more
resilient
3....
Why Businesses Rely on
Action Learning
Action Learning
• Creates high performance, cross-
functional work teams
• Builds l...
Why Use Action Learning?
1. Lead organizational change
2. Develop “talent” by giving them real
business problems to solve
...
Why Use Action Learning?
4. Break through the barriers to previously
unsolvable problems
5. Give “talent” visibility to Se...
Attributes of Action Learning
Teams
1. An action learning team consists of four
to eight functionally and otherwise
divers...
Attributes of Action Learning
Teams
2. The action learning problem selected is
always REAL, usually highly-complex,
somewh...
Attributes of Action Learning
Teams
4. The team is not assigned a leader. There
is an external facilitator who guides the
...
Attributes of Action Learning
Teams
6. When designing an action learning
experience, consider both the problem
and the set...
Attributes of Action Learning
Teams
8. Team members do not lean on the
external facilitator when problems
develop, they le...
Attributes of Action Learning
Teams
10.Group dynamics are key to an effective
action learning experience
11.Evaluation of ...
Action Learning Results
• The outcome is a report to Senior
Management that:
– Provides an analysis of the problem
– Recom...
Fulfilling the Potential of Action
Learning Teams
Action learning teams need support
• The team’s effectiveness should be
...
The Right Tool:
The Action Learning Team
Process Questionnaire™
©2019 ITAP International, Inc. All Rights Reserved.
14
15
Use the Action Learning Team
Process Questionnaire™ (ALTPQ):
• To determine the level of process
effectiveness on actio...
16
Use the Action Learning Team
Process Questionnaire™ (ALTPQ):
• To help the team(s) take charge of its (their) own
learn...
ITAP’s Action Learning Team
Process Questionnaire™
• The ALTPQ can help to:
–Spot team problems before they
become very se...
What Does the ALTPQ Measure?
o Team fundamentals
o Member development
o Group communications
o Trust
o Goal clarity
o Conf...
19
SAMPLE RESULTS
Spidergrams Examine
Team Results in Relation
to Selected ALTPQ
Questions
©2019 ITAP International, Inc. ...
20
B1
B2
B3
B4
B5
B6
ALTPQ Data for Team B
Question 12: Describethe level of trust on this team.
Q.12
KEY
1 Weak 2 3 Moder...
21
Trust
Team B Results:
• Trust is obviously a problem point for this team,
with three of the six team members feeling th...
22
A1
A2
A3
A4
A5
A6
A7
A8
ALTPQ Data for Team A
Question 22: Describe the degree of learning that has occurred versus oth...
23
Team Members Assess the Learning
Opportunity
Team A Results:
• Six of the eight team members agree that the
learning co...
24
D1
D2
D3
D4D5
D6
D7
ALTPQ Data for Team D
Question 26: Do you expectyour recommendations and/or those of the team to
be...
25
Would the Organization Implement the
Team’s Recommendations?
Team D Results:
• There is doubt about whether the organiz...
26
Clients’ Testimonies about ITAP’s Tools
and Approaches
You showed your commitment to building our relationship by givin...
• Order a team assessment for your team,
email ITAP: cbing@itapintl.com
• To learn more, order Many Cultures One
Team: Bui...
Team Process Questionnaire
System (TPQ)
• The Team Process Questionnaire System
has 3 versions serving 3 kinds of teams:
–...
29
Catherine Mercer Bing
CEO, ITAP International, Inc.
Managing Director, ITAP Americas, Inc.
707 State Road, Suite 106
Pr...
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The Action Learning Team Process Questionnaire

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An action learning team consists of individuals from different functional areas of the organization. They come come together to try to solve a previously unsolved problem. This presentation lists the attributes of action learning teams. It also describes how organizations benefit from action learning teams. It is important assess the progress of action learning teams, and to this end, ITAP offers its clients the Action Learning Team Process Questionnaire (ALTPQ).

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The Action Learning Team Process Questionnaire

  1. 1. ©2019 ITAP International, Inc. All Rights Reserved. 1 The Action Learning Team Process Questionnaire™
  2. 2. The Benefits of Action Learning 1. Previously unsolvable problems are solved 2. The organization becomes more resilient 3. The organization changes in the right direction 4. Managers and employees develop their skills and abilities ©2019 ITAP International, Inc. All Rights Reserved. 2
  3. 3. Why Businesses Rely on Action Learning Action Learning • Creates high performance, cross- functional work teams • Builds learning organizations • Transforms corporate culture into a team- based organization • Develops capacity for continuous learning ©2019 ITAP International, Inc. All Rights Reserved. 3
  4. 4. Why Use Action Learning? 1. Lead organizational change 2. Develop “talent” by giving them real business problems to solve 3. Expand the capabilities of “talent” by partnering them with “talent” from various functional disciplines ©2019 ITAP International, Inc. All Rights Reserved. 4
  5. 5. Why Use Action Learning? 4. Break through the barriers to previously unsolvable problems 5. Give “talent” visibility to Senior Management ©2019 ITAP International, Inc. All Rights Reserved. 5
  6. 6. Attributes of Action Learning Teams 1. An action learning team consists of four to eight functionally and otherwise diverse individuals that – Bring a range of perspectives – Ask “fresh” questions – Challenge long held assumptions that may be blocking problem resolution ©2019 ITAP International, Inc. All Rights Reserved. 6
  7. 7. Attributes of Action Learning Teams 2. The action learning problem selected is always REAL, usually highly-complex, somewhat time-urgent 3. While it was previously untried or unsolvable, the team is asked to solve it within a set period of time ©2019 ITAP International, Inc. All Rights Reserved. 7
  8. 8. Attributes of Action Learning Teams 4. The team is not assigned a leader. There is an external facilitator who guides the learning experience (e.g. advisor, “learning coach” or mentor) 5. The team functions as a self-directed work team, with responsibilities distributed and decisions arrived at by consensus ©2019 ITAP International, Inc. All Rights Reserved. 8
  9. 9. Attributes of Action Learning Teams 6. When designing an action learning experience, consider both the problem and the setting 7. The most compelling learning occurs when the setting and the problem are unfamiliar to the team members ©2019 ITAP International, Inc. All Rights Reserved. 9
  10. 10. Attributes of Action Learning Teams 8. Team members do not lean on the external facilitator when problems develop, they learn on their own 9. Action learning teams typically focus on two types of projects: A. Joint projects, involving all team members B. Individual team member projects presented to the team ©2019 ITAP International, Inc. All Rights Reserved. 10
  11. 11. Attributes of Action Learning Teams 10.Group dynamics are key to an effective action learning experience 11.Evaluation of the learning must occur. In action learning teams, learners should be encouraged to reflect on what is occurring at any given moment, and over time ©2019 ITAP International, Inc. All Rights Reserved. 11
  12. 12. Action Learning Results • The outcome is a report to Senior Management that: – Provides an analysis of the problem – Recommends alternative solutions for consideration – Includes cost-benefit analysis for alternatives – Provides possible roadmaps/action plans that may incorporate team members in driving the chosen solution ©2019 ITAP International, Inc. All Rights Reserved. 12
  13. 13. Fulfilling the Potential of Action Learning Teams Action learning teams need support • The team’s effectiveness should be measured and monitored • This assures that team members develop: – Management/leadership skills – Problem-solving skills – Cross-functional expertise – Diversity appreciation ©2019 ITAP International, Inc. All Rights Reserved. 13
  14. 14. The Right Tool: The Action Learning Team Process Questionnaire™ ©2019 ITAP International, Inc. All Rights Reserved. 14
  15. 15. 15 Use the Action Learning Team Process Questionnaire™ (ALTPQ): • To determine the level of process effectiveness on action learning teams • To measure the level of process effectiveness on such teams over time • To compare process effectiveness to productivity ©2019 ITAP International, Inc. All Rights Reserved.
  16. 16. 16 Use the Action Learning Team Process Questionnaire™ (ALTPQ): • To help the team(s) take charge of its (their) own learning • To help the team consider interventions it needs to make in order to increase team effectiveness and remove internal conflicts • To compare process effectiveness on specific action learning teams with what is occurring in similar teams in other organizations ©2019 ITAP International, Inc. All Rights Reserved.
  17. 17. ITAP’s Action Learning Team Process Questionnaire™ • The ALTPQ can help to: –Spot team problems before they become very serious (e.g., balance of workload) –Map team effectiveness –Monitor learning so learning coach can help members develop ©2019 ITAP International, Inc. All Rights Reserved. 17
  18. 18. What Does the ALTPQ Measure? o Team fundamentals o Member development o Group communications o Trust o Goal clarity o Conflict resolution o Quality of learning taking place o Various aspects of Action Learning (e.g. impact, skills enhancement, type of problem etc.) ©2019 ITAP International, Inc. All Rights Reserved. 18
  19. 19. 19 SAMPLE RESULTS Spidergrams Examine Team Results in Relation to Selected ALTPQ Questions ©2019 ITAP International, Inc. All Rights Reserved.
  20. 20. 20 B1 B2 B3 B4 B5 B6 ALTPQ Data for Team B Question 12: Describethe level of trust on this team. Q.12 KEY 1 Weak 2 3 Moderate 4 5 Strong 6 Trust 1 2 3 4 5 6 ©2019 ITAP International, Inc. All Rights Reserved.
  21. 21. 21 Trust Team B Results: • Trust is obviously a problem point for this team, with three of the six team members feeling that there is high trust, while two team members assign a very low rating, and one has a moderate view • This result suggests cliques within the team and a potential for internal team conflict ©2019 ITAP International, Inc. All Rights Reserved.
  22. 22. 22 A1 A2 A3 A4 A5 A6 A7 A8 ALTPQ Data for Team A Question 22: Describe the degree of learning that has occurred versus other learning experiences you have had. Q.22 KEY 1 The degree of learning has been much less than other learning experiences 2 3 The degree of learning has been about the same as other learning experiences 4 5 The degree of learning has been much higher than other learning experiences 6 Team Members Assess the Learning Opportunity 1 2 3 4 5 6 ©2019 ITAP International, Inc. All Rights Reserved.
  23. 23. 23 Team Members Assess the Learning Opportunity Team A Results: • Six of the eight team members agree that the learning compares favorably to other learning experiences that they have had • Two team members are of a more moderate view, but still on the positive end of the scale with a rating of 4 ©2019 ITAP International, Inc. All Rights Reserved.
  24. 24. 24 D1 D2 D3 D4D5 D6 D7 ALTPQ Data for Team D Question 26: Do you expectyour recommendations and/or those of the team to be implementedwithin the organization? Q.26 KEY 1 Not at all 2 3 To some extent 4 5 Entirely 6 Would the Organization Implement the Team’s Recommendations? 1 2 3 4 5 6 ©2019 ITAP International, Inc. All Rights Reserved.
  25. 25. 25 Would the Organization Implement the Team’s Recommendations? Team D Results: • There is doubt about whether the organization would implement the team’s recommendations (ratings of 2 and 3 from six of the seven team members) • Only one team member seems to have a positive expectation (it is in the moderate range) • The team’s enthusiasm might be dampened by the belief that management is not genuinely interested in the recommendations that the team will provide ©2019 ITAP International, Inc. All Rights Reserved.
  26. 26. 26 Clients’ Testimonies about ITAP’s Tools and Approaches You showed your commitment to building our relationship by giving us content up front, before we even had an agreement. German/US American Medical Devices Company This is impressive work. You have captured the voices of each of the groups. Thanks – we know you've gone beyond the contract. VP of Diversity at a global pharmaceutical company Without hesitation, ITAP exceeded our very high expectations. We will look forward to partnering with you again in the future. Organizational Effectiveness Group Manager at a global Financial services company Before During After ©2019 ITAP International, Inc. All Rights Reserved.
  27. 27. • Order a team assessment for your team, email ITAP: cbing@itapintl.com • To learn more, order Many Cultures One Team: Build Your Cultural Repertoire by ITAP’s CEO, Catherine Mercer Bing http://www.TechnicsPub.com 27 To Get Results for Your Team ©2019 ITAP International, Inc. All Rights Reserved.
  28. 28. Team Process Questionnaire System (TPQ) • The Team Process Questionnaire System has 3 versions serving 3 kinds of teams: – Action learning teams (ALTPQ) – Global teams (GTPQ) – Domestic teams (OTPQ) ©2019 ITAP International, Inc. All Rights Reserved. 28
  29. 29. 29 Catherine Mercer Bing CEO, ITAP International, Inc. Managing Director, ITAP Americas, Inc. 707 State Road, Suite 106 Princeton, NJ 08540 USA (W) +1.215.860.5640 (M) +1.609.937.1557 http://www.itapintl.com cbing@itapintl.com SKYPE: CatherineBing ©2019 ITAP International, Inc. All Rights Reserved.

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