Action learning emphasizes the importance of applying knowledge through collaborative and reflective problem-solving with real work issues. It involves small groups, skilled facilitation, and a culture of teamwork to enhance individual development and organizational adaptability. Potential obstacles include conflicting agendas and a lack of organizational commitment to learning.

1. Action Learning
“Knowing is not enough; we must apply.
Willing is not enough; we must do.” - Goethe
The Chicago School of Professional Psychology

2. What is action learning?
The Chicago School of Professional Psychology

3. Core Tenets
Training, learning and problem-solving - based on
real work issues!
Individual emotional, intellectual and
physical development
Higher performance through teamwork and
camaraderie
The Chicago School of Professional Psychology

4. The concept emerges
-Witnessed students discussing problems
-Collaborative and reflective approach
-Supportive colleagues
-Breakthroughs based on deep questioning
Professor Reg Revans
-Cross-disciplinary skill sets
-Brings concept to Welsh coal mines
The Chicago School of Professional Psychology

5. Necessary Components
-Shared problem
-Group of 4-8 people
-Dynamic that supports learning
-Skilled facilitator
-Ability to implement ideas
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6. Necessary Attitudes
-Willingness to listen
-Desire to reflect
-Non dogmatic approach
-Desire to execute
-Team orientation
The Chicago School of Professional Psychology

7. I think this is
great! Let’s apply it to
our next corporate
meeting... Maybe call
it a “work out”...
The Action Learning Cycle
The Chicago School of Professional Psychology

8. Potential Benefits...
On the job learning
Leadership development
Holistic rather than reductionist thinking
Increased teamwork and group commitment
Fostering of a work culture that can
adapt to changes in the external environment
The Chicago School of Professional Psychology

9. Possible obstacles?
-Reflection viewed as a luxury
-Conflicting personalities
-Competing agendas (resource conflict)
-Lack of cultural fit
-Learning not an organizational priority
-Hierarchical roadblocks
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10. Potential Areas of
Research
-Employee engagement & satisfaction
-Performance benchmarking - more
business innovation?
I think I just
saw an
innovation!
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11. “Action will remove the doubt that
theory cannot solve.” - Pehyl Hsieh
The Chicago School of Professional Psychology

12. Thank you and...
Happy learning!
Marcus LaTour
I’d welcome correspondence at:
marcus_io_psychologist@yahoo.com
The Chicago School of Professional Psychology