Using action learning sets to enhance group learning

Action learning is an approach to the development of people in organisations which takes the task as the vehicle for learning. It is based on the premise that there is no learning without action and no sober and deliberate action without learning (Pedler, 1991)

Action Learning Sets are opportunities for practitioners and leaders to meet regularly to explore solutions to problems and decide on the action they wish to take. They are particularly useful for helping people consider complex problems where there is no simple answer. If structured properly, an Action Learning Set will promote curiosity, inquiry, reflection and – ultimately – learning, which can be applied to action planning.

The action learning cycle

An Action Learning Set in action

An Action Learning Set usually comprises 6-8 participants committed to meeting on a regular basis to learn from each other in a safe reflective space. The more diverse the participants are in terms of their background and experience, the better.

• Participants take it in turns to be the presenter. This involves describing a situation or problem they face (around 5 minutes).

• A period of open reflective questioning follows (around 5-10 minutes) in which the presenter answers openly, honestly and reflectively; no advice is given at this stage.

• The group then spends some time discussing the problem, as they see it, with the presenter merely listening – as if they were a ‘fly on the wall’ (around 5-10 minutes).

• Next, the presenter reflects on the insights gained and the ideas for implementation that have been generated (around 10 minutes).

For the final stage, the whole group discusses the learning gained and helps the presenter to action plan, if required (around 5-10 minutes). Actions are then tried out in the workplace and the group discusses the learning gained next time they meet, with the process repeated.

1.Effective questions for action learning

Using reflective open questions is crucial to running a successful Action Learning Set. Here are some examples of questions that can encourage learning.

2. Questions to identify the issue and the desired outcome

• What are you hoping to achieve?

• What is the difference between how you see things now and how you would like them to be in future?

• Who might help you accomplish change?

• What obstacles do you anticipate?

3. Questions to explore below the surface

• What happened? Can you provide an example?

• How did you feel about that?

• What assumptions might you be making?

• What do you think might happen in future?

• How might this decision affect others?

4. Questions to encourage learning

• What opportunities are there in the situation?

• What would success look like?

• What metaphor could you use to describe the situation?

• What have you tried in the past? Why did/didn’t it work?

• Who could you approach for advice and support?

5. Questions to explore options

• What if …?

• What do you think about …?

• How do you feel about …?

• What would happen if you did nothing?

6. Questions to identify next steps

• How do you plan to move this forward?

• Where could you get more information?

• What actions are you going to take before the next meeting?

• How can we help you make progress?