Action learning

The Pentire Partnership also facilitates Action Learning. Action Learning is either a means to an end (the identification of further training from the Pentire Partnership) or a proven and cost effective end in itself.

Introduction

Action Learning is a powerful problem-solving technique used primarily for leadership development. The Pentire Partnership facilitates this process to the benefit of your organisation and the individuals who attend.
In essence, the process uses a group coaching approach (thereby building on the skills and knowledge gained through experience and learning and development) with each person belonging to the action learning set (‘set’) having an opportunity at each set meeting to:

• Introduce a problem or issue that they wish to resolve
• Define the problem or issue through questioning by other set members
• Explore the problem or issue in depth to fully understand what is happening and why
• Consult and generate options
• Agree actions that they will take to progress the problem or issue

Method of operation:

Working in sets (6 being optimum), participating managers will work with their equivalents from across the voluntary, not for profit, sector ( NB, The Pentire Partnership facilitates Action Learning across many sectors). The members of the set meet regularly (we suggest 6 times in a programme) and, with the support of an experienced facilitator, work on problems or issues they need or want to resolve.

Using powerful questioning and listening techniques, these issues are not only resolved, but also the participating managers are challenged to reflect on how they solved them and how, using the same technique, they can solve more or similar issues in the future. This double value of action and learning, when facilitated effectively, is one of the most effective and cost efficient forms of leadership development, incorporating the use of negotiation skills, teambuilding and problem-solving, available.

The initial stage will involve a Pentire Partnership consultant working with you in order to identify appropriate personnel to participate in the Action Learning set. These sets will be facilitated by trained Action Learning Facilitators. Each set will meet approximately every 2 months during the course of a programme.

The Pentire Partnership also offers a training programme in order to train set members or other members of staff to act as Action Learning Facilitators. This approach provides a sustainable, cost effective approach to smoothing the progress of an extended lifecycle to the training as it is rolled out across disciplines and levels.

Action Learning works extremely well when people are faced with having to address problems or issues where there is no obvious ‘right’ answer. In this sense, it is a highly effective technique for dealing with the problems those leaders and managers typically face when trying to effect change of any kind. One of the key strengths of Action Learning is that it helps leaders and managers, through support and challenge from other set members, to develop their own solutions to issues or problems that they are facing in their day to day work.

The sets can be run in one of two ways: either as ‘themed’ sets where managers bring their challenges or issues related to a particular theme (e.g. becoming more commercially aware, engaging voluntary staff in the organisation’s strategy) or ‘change’ or ‘project’ based (e.g. voluntary sector organisations working together to deliver services) where the issues or challenges to be resolved would be driven by the change project itself, or a mixture of both.

(See diagrams 1 and 2 below.)

Diagram 1: Theme based Action Learning Set

Key features:

• Each participant brings challenge/ issue they are experiencing to the set to receive input and help from other set members in order to generate solutions
• Set Facilitator ensures Action Learning principles are adhered to and supports set in establishing process with the aim of set becoming self-sufficient over time
• 6 – 8 weeks between meetings allows managers time to try out solutions developed in the set and derive learning.

Diagram 2: Project based Action Learning Set

Key features:

• Issue/ challenges driven by the change project. Set members receive help from other members of the set to generate solutions to the issues/ challenges they are responsible for addressing
• Set Facilitator takes more directive role to ensure focus on specific issues/ challenges affecting the change project whilst ensuring Action Learning process is followed
• Set Facilitator provides project progress updates, feedback etc to Project Sponsor. Key learning and barriers to progress captured from discussions in set meetings also fed back to Operational Manager
• More direct sponsorship by Senior Manager
• 4 weeks between meetings to build momentum and drive change activities.

Both these approaches utilise Action Learning principles to support managers in the implementation of change and used as appropriate. The difference is in the origins of the issues/ challenges discussed during set meetings.  In theme based sets, individuals decide within that theme what issues they want to work on, in project based sets the issues raised and the choice of what is worked on is driven by the Set advisor based on the needs of the project. The project based approach is, therefore, more directive and is typically used when there are specific programmes that need to be implemented within a shorter timescale. In both approaches, however, each set will meet approximately six times.

In addition, Action Learning also delivers significant benefits beyond the objectives defined for the set; for example, the development of key leadership skills including listening, questioning, coaching and problem-solving. Also, as managers tend to derive so much from the experience of working with peers, the sets become self-sustaining and often carry on after the formal programme. The peer relationships created within Action Learning sets can become very strong – this is a key additional benefit when Action Learning is used within an organisation as part of a change initiative because it can help to break down boundaries, enhance cross-organisational communications and build self-sustaining peer support networks that deliver benefits long after the formalised Action Learning programme finishes.

Action Learning can be delivered by The Pentire Partnership:

• Providing Set Facilitators to manage the Action Learning Set process
• Developing people to facilitate Action Learning Sets to create a network of trained facilitators to enable sustainable future development

The Investment

£600 per day for facilitation of between minimum of six and maximum of nine people. The above fee does not include venue, travel and subsistence of the facilitator and is exclusive of VAT. Travel and subsistence expenses incurred passed on at cost. Venues, refreshments and, where appropriate, accommodation can be provided. Please ask for details.

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