Action learning is a dynamic process where a small group of people, called a “set,” work together to solve a real, pressing problem while also focusing on what they’re learning and how that learning benefits themselves, their team, and the organization.
It’s an approach that combines problem-solving with continuous learning and is based on the idea that there is no action without learning and no learning without action.
It was developed by British physicist and professor Reg Revans in the mid-20th century.
How It Works?
The action learning process typically involves a small group of 4-8 people, often from different departments or backgrounds, who meet regularly to tackle a significant organizational challenge. A key element is a coach or facilitator who guides the process. Instead of giving advice, the coach encourages the group to use insightful questioning and reflective listening to help the problem-owner find their own solutions.
The process generally follows these steps:
- Presenting the Problem: One member, the “presenter,” describes a real and important work-related problem that has no clear or easy solution.
- Questioning and Reflection: The other members of the set ask clarifying and probing questions to help the presenter gain a deeper understanding of the problem and their own assumptions. The emphasis is on questions, not statements or advice.
- Taking Action: Based on the insights gained, the presenter commits to a specific course of action to address the problem before the next meeting.
- Reporting Back: At the next meeting, the presenter reports on the results of their action, and the cycle continues.
This iterative process of acting and then reflecting on the results is what drives both the problem-solving and the learning.
The Benefits
Action learning offers several significant benefits:
- Solving Complex Problems: It’s particularly effective for tackling difficult, “wicked” problems that don’t have a single right answer and require creative, multi-perspective thinking.
- Developing Leaders and Teams: Participants hone critical skills like questioning, active listening, and problem-solving. It builds confidence and encourages a growth mindset, helping individuals become more effective change agents.
- Fostering a Learning Culture: By making learning an integral part of day-to-day work, it helps to create a culture of continuous improvement and collaboration throughout the organization.
- Building Networks: It connects people from different functions and levels, breaking down organizational silos and creating a supportive network of peers.
Organizations like General Electric, Novartis, and Heineken have used action learning to solve business challenges while simultaneously developing their leadership talent.