Action learning is a style of learning wherein individuals control their own learning experience. This is regarded by most training organizations as more than a mere trend, but a permanent and profound sea change in learning. Remember though that this is a framework in which there can be variations.
Components Of Action Learning
Projects – These can be exciting opportunities or problems. The problem is considered the real-world priority which the action learning group must address. It should be a current, urgent, and real priority for the team, individuals, or organization to address. In a single-project action learning, all members will work on the same problem. On the other hand, for multi-project action learning, every member will bring his or her own problem to address.
Set – This is a group of people, about 6-8, tasked to address the problem. Be aware that the membership of the group will depend on the problem.
Coaching – The use of questions among members is the hallmark of the action learning process. Questions are proven to generate deep thinking and reflection regarding the problem. To make sure that every person is involved or aware, his or her perceptions, conclusions, or assumptions will be asked. Depending on the model of action learning, members may only interact through questions and statements may only be made in response to the inquiries.
Actions – This is another hallmark of action learning wherein member will take actions in order to address the problem. Be aware that the actions will not just answer the problem but will also generate experiences from which members learn a lot by reflecting on what they did, what happened, what worked, and what did not. Also, they will reflect on how they can take this learning forward both in work and life.
Learning – This will come from the reflection of the members regarding the questions and answers provided by them.
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