A powerpoint presentation to introduce managers to the concept of action learning as an approach to professional development

Beaty, Liz

Insight - University of Cumbria 

Beaty,  Liz  (2009)  Action  Learning:Heads  Conference  workshop.  In:  Heads Conference, July 2009, Kendal. Downloaded from: http://insight.cumbria.ac.uk/134/Usage of any items from the University of  Cumbria’s  institutional repository ‘Insight’  must conform to the  following fair usage guidelines.Any item and its associated metadata held in the University of Cumbria’s institutional  repository Insight (unless stated otherwise on the metadata record) may be copied, displayed or performed, and stored in line with the JISC fair dealing guidelines (available here) for educational and not-for-profit activitiesprovided that• the authors, title and full bibliographic details of the item are cited clearly when any partof the work is referred to verbally or in the written form • a hyperlink/URL to the original Insight record of that item is included in any citations of the work• the content is not changed in any way• all files required for usage of the item are kept together with the main item file.You may not• sell any part of an item• refer to any part of an item without citation• amend any item or contextualise it in a way that will impugn the creator’s reputation• remove or alter the copyright statement on an item.The full policy can be found here. Alternatively contact the University of Cumbria Repository Editor by emailing insight@cumbria.ac.uk.Dr Liz Beaty, Director Strategic Academic Practice and PartnershipAction Learning – a workshopOverviewWhat is action learning and how can we use it?A simulation of a setDebrief discussionWhat are we doing with AL now?Next stepsWhat is Action Learning• “Action Learning is a continuous process of learning and reflection that happens with the support of a group or ‘set’ of colleagues working with real problems with the aim of getting things done”.How does a set work?• Each individual has time for presenting an issue• Set members offer support and challenge through open questionning• Individual action planning• Reporting back on learning• Reflection and review of outcomes.Roles within a set• Presenter– Present a problem or issue– Listen to support/challenge– Control the focus of discussion– Action PlanRoles within a set• Supporters– Empathise– Support and Challenge appropriately– Recognise underlying issues– Leave time for reflection – silence– Support action planningRoles within a set• Facilitator– Control the process– Create a learning climate– Timing and flow– Supporting the development of the set– Reviewing the process with the set.Values underpinning action learning• The voluntary nature of the set• A positive approach to life• Reflection is the key to learning from experience• Balancing support and challenge• The present is the expert on their issue• Empathy• Empowerment• Quality of attention• Trust and confidentiality• Development takes time.• Holistic approachA simulation• First 8 minutes– Only the presenter may speak• Second 8 minutes– Supporters help presenter to explore the issue• Third 8 minutes– Action planA simulation - Debrief• Presenters• Supporters• Questions

Action Learning:Heads Conference workshop

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