Action Learning: What It Is and How To Use It in the Workplace

Action Learning is a process that involves a small group working on real problems, taking action, and learning as individuals, as a team, and as an organization. It helps organizations develop creative, flexible and successful strategies to pressing problems.

What is Action Learning?

Why use action learning?

Action learning promotes the use of collaboration, leadership, critical thinking, and problem-solving skills. It achieves a goal by utilizing the talents and creativity of each team member. Team members can determine what works and what doesn’t by reflecting on each process. Action learning promotes the growth of the team as a whole as well as of each team member individually. This process exposes team members to individuals with various skill sets and viewpoints, which gives you the opportunity to hone your own problem-solving techniques through a distinctive process.

Leaders can also improve their communication skills through reflection, which also fosters their creativity in coming up with fresh approaches to problems at hand. This can be valuable to the employer. The action learning process has many advantages, including the development of crucial leadership skills and innovative answers to current organizational problems.

Additionally, it demonstrates that the company values the views of its employees by involving team members in the problem-solving process. While action learning emphasizes collaboration, it also promotes workplace autonomy. Each team member must participate in the process and generate their own solutions. Teams comprised of intelligent, effective, and problem-solving individuals are the result of this.

What is action learning?

Action learning is the process of tackling real issues in a practical manner and evaluating the outcomes. It is most frequently applied when tackling challenging issues in a collaborative environment. The learning process may be facilitated by an action learning coach who encourages step-by-step reflection. The objective of action learning is to enhance each team member’s unique skills, motivate them to become active learners, and gain insight into their decision-making processes.

Large businesses or organizations most frequently employ this method to promote teamwork. It includes the following:

A crucial component of action learning in the workplace is reflection. It promotes evaluating one’s own leadership qualities, including strengths and weaknesses, as well as learning how other people approach issues. These questions can facilitate reflection:

How to use action learning

As you develop the practice of reflecting while engaging in action learning, it may take some time. You can use action learning with the following steps:

1. First, identify the problem

Finding the issue is the first action learning step. To fully comprehend the issue at hand, it might be necessary to ask more questions. This issue could be actual or made up for educational purposes. You could use real-world examples, business simulations, instances of previous workplace issues, or even a current problem the organization is facing.

2. Second, create the team

Action learning teams typically consist of four to eight people. Members of the team might work in various departments and have varying levels of experience. Designate an action learning coach during this time. Try to keep teams small enough that each member has a chance to consider their own procedures, but with enough members that they can draw on the suggestions of other workers.

3. Then, ask questions and identify solutions

Every team member should be given the chance to pose inquiries and suggest potential solutions. Reflection should occur with each suggested solution. The action learning coach will play a significant role in this task by promoting reflection and communication.

4. Take action

Taking action is an important part of action learning. The action learning team may need to return once everyone has had a chance to implement the suggested solutions.

5. Then, reflect

Reflection should occur with each step of action learning. Use this time to discuss outcomes, list strengths and weaknesses, and ask questions.

6. Repeat until a solution is found

It’s possible that a solution won’t be discovered right away, even with action learning. The team may keep meeting until a suitable resolution to the issue is found.

Important tasks of the action leader

It might be advantageous to have an action leader because each component is crucial to the action learning process. This person facilitates the productivity of the group. Here are a few important tasks of the action leader:


What is an action learning method?

You can use action learning with the following steps:
  1. First, identify the problem. Finding the issue is the first action learning step.
  2. Second, create the team. …
  3. Then, ask questions and identify solutions. …
  4. Take action. …
  5. Then, reflect. …
  6. Repeat until a solution is found.

Which is an example of action learning?

Disadvantages of Active Learning Include:
  • Time Consuming. Many teachers simply don’t have the time to devote to developing and implementing active, engaging lessons because they have a dense curriculum that they must complete before the course is over.
  • Memorization is Necessary. …
  • It Discourages Listening to Elders.

What are the four principles of action learning set?

Unlike traditional educational methods, which rely on the creation of content by training organizations and delivery by teachers/instructors, action learning places the control of the learning experience in the hands of the individual.

Why is action learning important?

Business simulations are an example of the action learning approach. The participants learn to make management decisions in a gamified manner under time constraints while playing the management role of a business.

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