The document outlines the concept of action learning as developed by Professor Reg Revans, emphasizing the importance of small groups or 'sets' to collaboratively discuss and solve real-world problems without the presence of outside experts. It describes the roles of facilitators, mobilizers, and learning catalysts within these sets, highlighting how they foster a supportive environment for sharing insights and encouraging action. The overall goal is to enable members to learn from each other and implement practical solutions through continuous group interaction.

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.