Action Learning Set

An Action Learning Set (ALS) is a group of professionals who work in a structured way to solve work-related issues using coaching questioning techniques.

“If you think you understand the problem, make sure you’re not deceiving yourself” Einstein

ALS were pioneered by Reginald "Reg" William Revans (14 May 1907 – 8 January 2003). He was a scientist and research physicist working and researching in the Cavendish laboratories in Cambridge with world leading scientists. It was in this research environment that he experienced problem solving and learning thanks to working with 'not-knowing' and through probing and questioning techniques. When he changed career into OD (organisation development) working with industry and public sector like NHS, he took his learning from the science field into workforce development and upskilling.

Revans’ formula: L = P + Q

Through his science research work Revans began to develop his thinking on the role of 'non-expert' in problem solving, distinguishing between knowledge and wisdom. He realised that effective learning is a combination between programmed instruction/knowledge (such as attending a course or reading a book) and questioning. Revans encouraged to focus more on Q and less on P.

Revans believed that an organisation needed to bring together people from different roles, teams and backgrounds. He suggested that we should not emphasise the importance of academic gurus or subject matter experts. Colleagues should work together towards solution finding by leaving the ego at the door and coming together as 'comrades in adversities'.

Rather than waiting for the manager or leader to provide a ready-made solution, people will work on different aspects of problem by understanding it further and investigating it through questions. This is different from standard learning and development because learning is happening close to the action (within the organisational setting), not in a remote way (academic setting).

Why Action Learning Sets?

The benefits of Action Learning Sets include:

• Practicing and improving a coaching style of leadership which involves more listening and asking questions and less telling. Leaders as coaches give space for the team members to find their own solutions and a way forward. This is more empowering for staff, and it encourages creative thinking, insights and commitment to the task.

• Learning to promote dialogue with others. The word “dialogue” comes from Greek and signifies 'a flow of meaning'. Dialogue happens when uncertainties and questions which no one seems to have answers to are explored. It is about thinking together and not just reporting out old thoughts.

• Becoming more reflective, self-aware and intentional – participants need to really think about their questions and how to formulate them for them to be non-biased, non-leading and without any advice giving.

• Improving our emotional intelligence (EI), which is the ability to manage both our own emotions and understand the emotions of other people. In an ALS we need to start from a place where we don't know the topic brought to the session, but we need to try to see the situation from the other’s perspective (empathy). Psychologist Daniel Goleman stated that “The most effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. It’s not that IQ and technical skills are irrelevant. They do matter, but they are the entry-level requirements for executive positions.”

• Encouraging skills development in a safe environment, fostering personal and team growth.

• Reducing stress levels through sharing and addressing issues in a group.

What is an ALS?

ALS are not about telling others how to solve problems and they are not individual coaching or mentoring (these can happen alongside ALS for individual's development).

We have seen that an Action Learning Set (ALS) is a group of professionals who work in a structured way to solve work-related issues using coaching questioning techniques. Usually the same group meets regularly (6-8 weeks apart usually) and agrees a contract at the start of the process. Confidentiality of information brought to the room is essential to create a safe environment where sharing and learning can happen and trust and rapport are built and maintained.

ALS feature a democratic approach to learning: no one is more important than any other person in the ALS. Whilst people’s expertise is respected, the group is also open to learning from everybody even if they are not a subject matter expert in that profession. This is because they may ask an insightful question to unblock the situation (working from wisdom rather than knowledge). Also, ALS encourage people to learn from each other and from each other’s problems, as these often have common features.

Who takes part in an ALS?

There are 3 roles in every ALS: a facilitator, a presenter and the members:

• The facilitator keeps time, ensures the group do not go off track and steers people away from volunteering solutions. Often the facilitator is a coach who will cover this role for the first 2-3 ALS sessions util the group becomes self-sufficient and runs itself. The facilitator will then be selected in rotation amongst the group members.

• The presenter identifies a situation they wish to do something about, or they are feeling “stuck” in. They prepare what they would like to say about it including being willing to provide additional context where needed and explaining what has already been tried and with what degree of success. They also agree a plan of what actions to take forward and provide feedback at the next session to outline how this went.

• The members use open questions to help the presenter establish the outcome required and possible options ahead. They behave honestly, respectfully and maintain confidentiality. They also refrain from offering solutions.

If you are interested in knowing more about Action Learning Sets or if you'd like to work with me as your coach or counsellor, you can schedule an initial free consultation on info.healingmovement@gmail.com

Disclaimer:

The author assumes no responsibility for the topicality, correctness, completeness or quality of information provided. This article is not intended as medical advice. Readers should consult their medical professional before making any changes to their lifestyle, including but not limited to diet and physical activity and exercise.

© 2023 Lucia Micheluzzi © 2023 Healing Movement - all rights reserved