Action Learning is a practice which enables leaders to develop themselves and their organisations.

This is achieved by a process of learning and reflection, supported by a small group or ‘set’ of people. Individuals learn with and from each other, as they seek to move real issues forward. They work on their own particular situations and reflect on their experience. Action Learning is based on the principle that people learn best from what they are doing, provided that they commit adequate time to a suitable reflective process.

Action Learning is :

• A simple yet powerful tool for personal and professional development

• A structured networking opportunity for small groups of people, which provides a safe environment in which you can ask questions, seek answers, gain support and expect challenge

• A process where people become mentors to each other –

• Learning with and through each other.

• A chance to learn from, and be supported by, a skilled facilitator.

• An opportunity to work on real problems and implement solutions

• A well-established process of management and leadership development

• A set is typically made up of about six people who contract initially to meet about six times within an 8 to 10 month period. The external facilitator acts as a catalyst, supporting the process and enabling the skills development and learning of set members. As trust, safety and mutual understanding grow, so the learning and skills development deepen.

Action Learning is used internationally by the largest multi-national organisations and the smallest community groups to support flexible and adaptive approaches to change.

There is great flexibility within Action Learning. Approaches can be customised to fit the needs of particular organisations and contexts. To get some idea of some of the different scenarios within which Action Learning could be used,  please click here.