Action Learning Sets

Action Learning Sets

Action Learning is not about providing solutions to others. Critically, it is about enabling others to find solutions to problems through a process of supportive, but challenging interrogation

Throughout the course of the C3 performance improvement work, it emerged that a significant number of leaders of VCSE organisations were feeling isolated in their working roles.

By way of response to these findings, The C3 Partnership hosted and facilitated a programme of Action Learning Sets (ALS). The feedback from the experience has been extremely positive.

What is Action Learning?

Action learning is essentially solution focused group work. Action Learning takes place in groups called ‘Set’s in which peers from different organisations support one another in finding solutions to work based problems and issues. Action Learning is not just a talking shop, participants leave the group having committed to taking clear, time-framed, actions to resolve their specific issues.

The Core Principles of Action Learning:

  1. Trust. This is essential within an Action Learning Set. Without trust, participants will neither challenge nor feel able be challenged.
  2. Challenge. When we are challenged we are prompted to operate outside of our usual comfort zone. This is when we are more able to access creative solutions to problems.
  3. Support. This helps build a sense of trust within the group and disposes participants to take risks and ask and receive challenging questions. If we don’t feel supported, our instinct can be to respond defensively.
  4. Questioning. Action Learning is not about providing solutions to others. Critically, it is about enabling others to find solutions to problems through a process of supportive, but challenging interrogation.
  5. Focus. Action Learning is a disciplined way of learning. Participants should prompt each other to remain focused develop action points.
  6. Risk Action Learning encourages participants to explore new behaviours and solutions.
  7. Commitment. Participants must be clear about their commitment to the set. Honouring this commitment will facilitate greater trust.

What does an Action Learning Set look like?

  • Ideally, there are between six and eight people in a set.
  • It is important that participants have similar roles, or operate at a similar level in their place of work.
  • The set agree the frequency and length of the Action Learning Sets. Most sets tend to meet for a full day once every 4 to 6 weeks.
  • Where possible a set will have a facilitator – this person will keep the set focused, role model effective questioning, challenging and trust building behaviour.
  • Each set member brings a work based issue to the set

What happens in an Action Learning Set?

Each participant is allocated an agreed amount of time – usually between 30 and 45 minutes During this time the participant will

  • Present their issue to the rest of the set

This involves outlining an issue or problem, expressing feeling as well as stating facts. During this time, the presenter should only be interrupted to enable them to clarify their issue or to help them move forward. . (Approximately 5 minutes)

  • Receive questions from the learning set

The other set members help the presenter to learn by asking questions. Questions should aim to offer insight and to challenge the presenter. Questions can also be used to help the presenter to explain their issue. (Approximately 30 minutes)

  • Develop and commit to implementing actions

Develops action points to work on before the next meeting. The action points should be realistic and focus on the issue, problems or opportunity presented. . (Approximately 10 minutes)

Feedback from Action Learning Set for Key Decision Makers

The feedback from the Action Learning Set participants has been very positive. The participants have decided to carry on meeting beyond the six sessions facilitated by the C3 advisor. The group has really bonded and have achieved the confidence to continue as a self- facilitating group.

“Initially I was anxious about sharing confidential and difficult issues with people with whom I hardly knew. I feel fortunate in that our group has developed a high level of trust, respect and support in a very short space of time. Being a member of this Action Learning Set has provided me with valuable support from my peers and a unique opportunity to explore a wide range of issues in a safe, trusting and confidential environment. The support I gain from this group has proved vital in enabling me to cope with some difficult and often frustrating challenges!” (ALS for Key Decision makers)

“The Action Learning Set I belong to has given me the opportunity to develop a strong, trusting and safe relationship with a group of managers with whom I can explore work issues, who understand the voluntary sector, who validate me and my work and make me laugh” (ALS for Key Decision makers)

“My action learning set has enabled me to honestly discuss problems and has supported me in finding the solutions” (ALS for Key Decision makers)