Put this short slide deck together as have been using #ActionLearning as a method for #SME Businesses to consider problems and implement solutions via #PeerSupport. Contact www.HumanCapitalDept.com for more info.

1. Action Learning

2. Contents:
1. What is Action Learning?
2. Action Learning Set –
Advisor Role
3. How will this be useful as
Enterprise Nation Local
Leaders?

3. How was Action Learning theory developed?
• Idea developed by Prof. Reg Revans
• He saw that experts “united in ignorance” came up with solutions together.
• Revans believed that “Action Learning Sets” not business schools, were the
most effective way to help in defining and addressing real world / work
problems.
• Small groups or “sets” discuss, agree & introduce changes or improvements,
then report back to the group and share learnings.
• The Group Facilitator is not an “expert”.
• Theory follows the action - significant improvements or breakthroughs
were made in solving problems.

4. Action Learning
• “People in real trouble can help each other out.”
• “Sets” are the small groups or what Revans called “Comrades in adversity”.
• The “Sets” meet regularly to discuss their own problem; What’s the issue?
What’s stopping me/us? What can I/we do about it?
• There are no outside experts in the room.
• The Advisor is not an expert [not there to solve the problem] but a
facilitator to help members.
• The members of the set help each other out.

5. Learning Set - Advisor Roles:
1. Facilitator
2. Mobiliser
3. Catalyst

6. 1. Facilitator
• Ability to work with the group of people [Action Learning Set] support them in
own learning
• Encouraging right climate, culture and behavior.
• Establish the Group Ground Rules early.
• At Key stages in the meeting to hold up a “mirror” – reflect back how you [the
group] are operating and behaving. Do you need to make some changes to the
way that you are behaving in line with the ground rules?
• Uphold key principles - encouraging the “set” to ask what are they going to do?
To take action [after the meeting] and to share what they have actually done +
• Reflect on the learning – proving powerful insights for others.

7. 1. Facilitator [Cont.]
All Training and Development contains:
1. Obtaining new knowledge [new to you] P is the “Programme” knowledge and
2. Ability to ask questions. - Q is questions [asking questions of the unknown].
3. What you are being instructed to do, and what you need to work out for
yourself.
Ability of Posing Questions – is a key skill of the facilitator. We need to “master the
art of posing questions”.

8. 2. Mobiliser – seeking to gain support for an action learning initiative
[influencing skills, & ability to navigate the politics of the organization, moving
beyond the skills of working with an Action Learning Set]
3. Learning Catalyst – captures the learning and helps the
organisation to apply the learning at a higher level [learning organization] –
learning takes place over time. People in the next group may consider the
same issues – might reinvent the wheel - To bridge and join up individual
learning & sets.

9. Action
Learning
Summary:
•Learning from others – in
groups.
•People coming together
and problem solving.
•Practical solutions which
are applied result from
the Action Learning Sets.