Experiential action-learning is used to help delegates refine new skills and embed them into their everyday working practice.
Experiential, action learning works best when there are agreed assignments or a project to take back to everyday working practices. For example the assignment may be; managers are encouraged to recognise, reward and celebrate success or a project such as organising and communicating a managers conference.
This may also translate to a specific challenge a delegate has. At the start of each session – time is put aside to talk through challenge and to encourage peers to join in with supporting ideas to further forward the learning.
Working with ‘live-issues’ in this way embeds learning and helps delegates use the new found skills in a safe way. We also recommend organisations have ‘action-learning’ champions or facilitators for greater success of action learning groups or sets.
- Experiential action-Learning works on:
- Real problems that are important yet workable
- Diverse and creative problem-solving in a team or group
- Procesess that promotes curiosity, inquiry, fun and reflection (lead by a learning consultant or champion)
- Talk onverted into action and, ultimately, a solution
- A commitment to learning.
The half day or full experiential action learning session includes:
How to set up successful learning sets
How to facilitate action learning
Positive enquiry questioning for increasing learning and thinking
Creating actions and action planning in groups
Helping shift responsibility from the facilitator to the group
Creating a culture for action learning