During the development of the C3Perform Toolkit, it emerged that many managers who were taking part in the programme felt isolated and unsupported in their working roles. As managers, they supervise and support their staff but often lack access to effective and regular support themselves. In response to these issues, the C3Partnership hosted and facilitated ‘Action Learning Sets’ for key decision makers.
Keep an eye on this link for future Action Learning Sets
How does Action Learning work?
It involves working on real problems as a member of a small group, focussed on learning and implementing solutions. It is a form of learning by doing. By drawing upon the combined knowledge and skills of a group of people, facilitated through skilled questioning, individuals are enabled to re-interpret old and familiar concepts to produce fresh ideas- often without needing to learn new knowledge. As a learning process, action learning is flexible yet focussed, dynamic and rigorous, both supportive and challenging. Key features of Action Learning:
- The group is known as a ‘set’ and usually involves 6-8 members
- Typically, each ‘set’ lasts a full day and members meet every 4 weeks
- Action Learning sets have a facilitator, who guides and monitors the set
- Each set member has a slot of time- usually 30-45 minutes
- Each set member brings challenges to the set and is helped to generate solutions and learning about that issue through questions, discussion and review by set members
What are the benefits for organisations?
Organisations whose managers and key decision makers have participated in Action Learning sets have experienced a range of benefits including new skills and capability in: strategic and operational vision; partnership working; networking; and confident decision making.Voscur will be running further Action Learning sets in the future, including bespoke sets. For details see: www.voscur.org/training