Action Learning is a strategic vs. tactical approach to adapting to the fast pace of change. When adopted by an organization, this problem solving method will help both the organization and individuals to be in “continuous learning” mode, making the organization and its people more resilient.
Today’s environment requires that “fresh questions” be asked each time a problem needs to be solved because past constructs can actually point an organization down the wrong path. Action Learning is both a means for solving problems, as well as a way to ensure ongoing development of employees, managers, and leaders.
What is Action Learning?
Action Learning is method for solving organizational problems with a “problem solving team” created from within the organization. This methodology is being used worldwide, in both the public and private sectors, to solve urgent and complex problems, and to provide development opportunities to employees in areas such as systems thinking and innovation.
This problem-solving approach relies on the diversity of the participants to solve the problems. The more complex the problem, the less likely that it can be solved by outside expertise, but rather must be solved by those who “live” it. These teams are made up of a mix of people from within the organization who can bring different knowledge and perspectives to the table. Unlike puzzles, problems have no one right solution, so teams typically find that there is more than one possible course of action.
One of the guiding principles of Action Learning is to focus on what isn’t known or understood vs. what people believe to be true. Teams discover what’s lying under the surface through a process of powerful questioning. This powerful questioning technique also improves collaboration and team effectiveness.
Adults learn best by doing. Action Learning is so effective because it is aligned with this important, basic principle.
Benefits to the Organization
The benefits of Action Learning to the organization are many:
- Complex problems are solved in innovative ways
- A low cost/high return opportunity for employee development is realized
- A cadre of high potential, qualified leadership candidates is developed who are excellent problem-solvers and are able to prepare and present solutions to executive management
- Employees learn about organizational challenges that emerge at all levels of the system
- Participants establish close, mutually respectful relationships with colleagues from all areas of the organization
Benefits to Individuals
Individual participants cite the following benefits of their participation on Action Learning Teams:
- Opportunity to network and develop strong work relationships
- .Visibility and recognition by executive management
- Career growth and development
- Employees learn about organizational challenges that emerge at all levels of the system
- Critical thinking and problem solving skills that can be applied to problems in the future
How to Bring Action Learning into Your Organization
Action Learning is an extremely cost effective way to solve organizational problems and provide development opportunities to employees. To be successful, the program should include the following elements:
- It is key that the organization has a real problem that needs solving and that the problem is both important and urgent.
- A skilled Action Learning Coach should be engaged to facilitate the sessions. There are some very specific guidelines that make Action Learning “Action Learning.” If the person facilitating is not highly skilled in the Action Learning methodology, the sessions will not be effective. Organizations have the choice to train internal facilitators or use an outside facilitator. However, it’s important that the facilitator not be close to the problem that is being solved. The facilitator’s role is a process role vs. being part of the problem-solving team.
- Upper Management must be on board with the concept and benefits of Action Learning and be the drivers (as well as sponsors) of the initiative.
Once those key elements are achieved, the organization will bring together teams of five or six individuals from various areas of the organization to work on the problem with their coach. Typically, there will be no subject matter experts on the team. The problem will be solved by those who are directly affected by it.
If you are interested in learning more about how Action Learning can benefit your organization, please contact Gail Finger, Senior Consultant and Action Learning Coach, 202-689-5667 or gfinger@edizenco.com.
Gail Finger is a Senior Consultant with Edizen Corporation and brings over 20 years of expertise in human motivation, performance and the psychology of change to her consulting work. She is an ICF Certified Coach and a subject matter expert on change management and employee engagement. Gail is also one of the creators of a tool for managers, entitled, ENGAGE: Connect at a HIgher Level ™
EDIZEN Insights #116
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