Purpose

• Identify common learning needs and meet these within the group through shared learning
• Bring people together to find solutions to problems—developing the individuals and the organisation in the process
• Provide ongoing reflection and learning supported by colleagues
• Get things done!

 
Learning

• Learning about the problem/issues  being tackled
• Learning about ourselves
• Learning about how we learn best
• Learning new ways of doing things

 
Benefits

• Enhances networking
• Increases responsibility and self confidence
• Increases interpersonal skills
• Increases resourcefulness
• Builds coaching skills
• Encourages action and accelerates learning
• Increases self awareness

 
How does it work?

• Identify common issues/problems or individuals take turn in bringing issues to the group
• Approx. 6—10 members
• Group usually meets regularly
• Issues/learning explored during meeting
• Individuals state support required (i.e. advice, listening etc.)
• Support and challenge from the group
• Agreement to act (what are you going to do?)
• Try out in practice
• Learn (from successes and failures), share, review, learn (come back and report)

 
How does an action learning group work?
 
Five key elements:

• The person—owns the problem/issue. Uses the group to explore the issue and work things out for themselves.
• The group—act as consultant /coach: questioning, confronting, challenging, supporting, advising, playing devil’s advocate
• The problems—and outcome must have relevance for all
• The process—observation, reflection, hypothesis, action
• The facilitator—explains the process, provides structure/focus, facilitates learning

 
Group values

• Shared ownership
• Non judgemental
• Honesty
• Openness
• Desire to be more self aware
• Risk taking
• Reflection
• Commitment to own learning, to the group, to action
• Additional ground rules agreed by the group

 
Getting going

• Agree what issue to explore and who it belongs to
• Presenter presents the support they require
• Presenter presents the issue uninterrupted
• The group question (using open/coaching questioning skills and not leading questions) to help the individual open up/explore the issue.
• The group provide feedback and advice (leave advice until after the questioning round if the individual wants it).
• The individual agree actions.
• As a group reflect on the problem solving process & how well it worked & on group and individual learning at the end of the session.

 
Future sessions:

• Start session with an update of actions from the previous session.