Action Learning Exercise (5%)

Slide # 02 What is Action Learning…

Slide #03 Leadership Development approaches in order of priority and impact
Slide #04 Background on Reg Revans Innovator of Action Learning
Slide #05: Definitions Around the Practice of Action Learning
Slide #06: Basic Definition of Business Drive Action Learning BDAL
Slide #07: Sample of a few companies that practice BDAL
Slide #08: NOTE to review Brightspace Notifications for Coach-Facilitator, Problem
Presenter and Question-Asker Roles & Responsibilities
Slide #09: Brief statement on Coach-Facilitator’s Roles & Responsibilities & Exercise
Deadline (See Brightspace Notifications for full description)
Slide #10: Seven Levels of Learning
WHAT IS ACTION LEARNING?
• ‘Action learning is one of those blissfully simple,
commonsensical ideas which has consistently
been derided for being just that. While the
essence of action learning is very simple, it is
deceptively so.’
Strategic Leadership Development
Approaches in Order of Priority & Impact
• Action Learning
• Cross Functional Rotations
• 360-degree Feedback
• Exposure to Senior Executives
• External Coaching
• Global Rotations
• Exposure to Strategic Agenda
• Formal Mentoring
• Internal Case Studies
• Executive MBA
• Accelerated Promotion
• Conferences
Reg Revans Innovator of Action Learning
Reg Revans ‘classic’ or ‘traditionalist’ school started in the 1940s
• Found predominantly in British world among medium-sized firms &
government agencies (healthcare, education
• Only voluntary sets (teams) of managers learning from one another
developing L= P + Q
• Focus on the individual and lower to middle management—in general
 Definitions Around the Practice of Action Learning =
Programmed Knowledge + Asking Questions + Reflection
• REG REVAN’S PREMISES:
• ‘There can be no learning without action and no (sober and deliberate) action
without learning.’
Organizations & individuals cannot develop & flourish unless their rate of learning
(L) is equal to, or greater than, the rate of change (C) being experienced:
• Learning is composed of 2 elements:
• Traditional instruction or Programmed knowledge (P) Critical Reflection or
Questioning insight (Q) + (R)
• The Learning equation is therefore: L = P + Q + R
 Business Driven Action Learning
•Practiced by global corporations

•Focuses on integrating individual and organizational learning with

business results

•Integrates individual leadership development, team, organizational &

outside/in learning

•Next Slide identifies a few companies that develop strategies and in

tandem with developing leadership competencies through the process
of Action Learning
 See Attachments in Brightspace
Announcements
• Review Seven Levels of Learning Attachment

• Action Learning Script (all participations must read before

your session starts)

• Roles & Responsibilities of the Coach Facilitator/ Problem

Presenter/Enablers [Question Askers x 3].

• 7 Levels of Learning
The Coach-Facilitator will be responsible for facilitating the
Action Learning Session, explicitly following the Action
Learning Set Script.

The Coach Facilitator is responsible for sending the Coach-

Facilitator, Problem Presenter, and Question Askers’ brief
reports collated all within one electronic file folder to
Professor Cohen’s Email No Later Than Tuesday, March 7,
2023, 12:59 p.m.
 Seven (7) levels of learning (Always dig deeper!)
What Did We Learn from Our Time Together

1. What did I/we learn about the external environment?

2. What did I/we learn about my organization and the business challenge?
3. What did I/we learn about team effectiveness?
4. What did I learn about myself?
5. What did I learn about how I learn?
6. What did I/we learn that I can apply after the learning session?
7. Who else needs to know about this learning? With whom do I/we share this learning?