Action leaning sets (Typically 2-3 hours per set)

Custom designed:

Quality, in-house training for your organisation’s needs

Overview:

Action learning helps make improvement happen in organisations by bringing together individual reflection, peer coaching and problem solving. It generates on the job action and change - benefiting the organisation and the individual.

We can help you set-up action learning sets, we then typically facilitate the first two sessions. Action learning can provide high quality development, at an affordable cost.

Creating a bespoke leadership programme:

Clients often ask us to include action learning sets as part of a modular leadership programme. Typically at the end of the formal workshops’ participants join an action learning set to deepen and embed their learning.

Action Learning Sets

‘Every week there was a seminar, and to speak at it one had to confirm that one's researches were not going as hoped; one became skilled in describing one's very ignorance and, more than that, in trading it with others equally ready to confess their own.

Reg Revans on Action Learning (The founder)

Training Style:

Interactive, enjoyable  and thought provoking. The workshop uses inputs from the course leader, group and individual exercises, and simulated interviews.

More Information:

If you want to know more about this course or its suitability for you or a colleague, call us on 020 8374 3985 and speak informally to one of our course leaders, or message

Who will benefit:

Directors, managers and employees who wish to develop their skills in a supportive environment. We recommend action learning sets of five - seven participants, who are broadly at the same organisational level - and ideally drawn from different directorates / business units.

Works effectively in the private, public and charity sectors. Action learning can be used for individual or organisation-wide challenges.

Objectives:

By the end of the first two sessions of the set, members will be able to:

• explain the background action learning and understand its benefits
• ask high quality coaching questions
• worked collaboratively on common organisational problems
• support their colleagues in progressing their challenges
• self-facilitate future meetings
• plan future sessions
• review each action learning set session

Content:

• The background to action learning
• The principles of action learning
• Listening skills
• Questioning styles
• Being non-judgemental
• Responsibilities of the facilitator
• Responsibilities of set members
• Coaching skills
• Dealing with problem "stuck-ness"
• The ladder of inference
• Problem solving tools
• Working with group think and paradigms
• Evaluating action learning sets