Workplace Action Learning

Workplace action learning can bring great benefits

Workplace action learning can be a vastly successful means of developing people and teams.  Workplace action learning has been used in the UK since the 1940’s. It has been shown to help improve performance.   Action learning is conducted in a set or a team of people.  Members can come from similar type jobs or roles within an organisation, or be members of a specific team with a variety of roles.

Drawing on members experiences and learning within the workplace; Action learning is an excellent and powerful way to accelerate experiential learning.  The motto of learn from others mistakes and successes is paramount here.  Workplace action learning has a clear system of enquiry and solution.  Members will present or bring their challenges, problems or questions to the set.  The rest of the set will challenge and bring observation to the issues raised, broadening and developing ideas.  The set will go away and take action on the issue.   The outcome of the action taken will be assessed and discussed.   Best practice may be agreed.  Further action may be taken to integrate the solution into the organisational infrastructure, depending on the issue.

Some of the benefits of workplace action learning are:

Helps people to:

  • Become more self-confident.
  • Work better as a team
  • Take responsibility for problem-solving
  • Be innovative
  • Develop networking and communication skills
  • Develop theoretical thinking into practical examples

Provides:

  • Structured support
  • Disciplined thinking skills
  • A platform for meaningful and relevant work-based learning

Builds

  • Organisational coherence
  • A consistent approach to problem-solving
  • internal policy development

You can find more information about action learning here

The first steps to setting up Workplace action learning are:

  • Developing and agreeing a framework, with a clear purpose and firm parameters for the set or sets to work within.
  • Where specialist knowledge around Human Resources or Management is required; sourcing ongoing facilitation.
  • Initial facilitation until learning methodology is clear to participants and a real return on investment is being realised.