1. Using action learning to improve personal and organisational effectiveness

2. Objectives Recognition of AL as a key tool in learning and development Accessible information and resources to support AL at all levels Encouragement, support and information

3. Outputs: National resource: to make it as easy as possible to do action learning – web-based Products: ALM pack and CD ROM Advice and information: brokerage service, facilitator bank Training: become an AL facilitator Pilot projects: to ‘test’ action learning Bursary: match funding for action learning

4. Overall approach build regional and sub regional networks regional champions work with local delivery partners ALM provides advice and materials Learn from pilots and feed into future provision

5. Action Learning for Managers (2001-2004) 1682 people from 1310 organisations on database 150+ Introductory Days and workshops 1,120 participants at introductory events 45 action learning sets 246 participants in sets plus 27 facilitator trainees each facilitating one set locally = potentially another 135 set participants 85 freelance facilitators in ‘bank’

6. Pilot Projects Governance Hub: Trustee AL sets Performance Hub: ‘supporting improvement’ development worker sets Workforce Hub: SKILD in action learning, development worker facilitator training Third Sector Leadership Centre: Leaders AL sets ALM: Facilitator cascades (all levels)

7. Bursary scheme £8,000 until March 2007 50% support for AL projects Applications being taken from September 1 st 2006 Open to all LIOs in England

8. Action Learning Is an energetic, action-focused way of learning and development that is based in real-life work and challenges rather than abstract theory. Is a disciplined way of learning that helps you make sense of current issues that are affecting you at work Encourages you to experiment with new behaviours and solutions whilst being pragmatic Helps you work with your peers in a collaborative and shared spirit - The sum of an action learning set is greater than its parts

9. Action Learning ‘there is no learning without action and no sober and deliberate action without learning’ (Revans) Action Learning works through questions and challenge to understand and develop insight in order to make improvements A rigorous blend of intellect, pragmatics and emotions It demands critical thinking, practical action and emotional intelligence

10. Action Learning beliefs Learning starts from not knowing Learning involves both programmed knowledge and questioning insight Learning should be greater than the rate of change People who take responsibility in a situation have the best chance of taking actions which will make a difference

11. There are six people in a set The set meets every four weeks – at your first meeting participants agree the frequency, timing and location of meetings. A set lasts all day – each set member has a slot of time – usually 45 minutes to one hour, which is focused on them Each set has a facilitator – this person guides and monitors the set Each set member brings challenges to the set and is helped to generate solutions and learning about that issue through questions, discussion and review with other set members.

12. Individual benefits Asking powerful and focused questions Bringing different perspectives to challenges and decision making Offering creative, open-minded solutions Exercising incisive, independent judgement Managing complexity Exercising leadership responsibly and with integrity

13. Organisational benefits Providing informed direction on policy Showing enhanced strategic and operational vision Identifying opportunities for partnership working, better taken Improved networking A more self aware, confident member of staff working with greater motivation

14. Service user benefits Can be applied in various settings: workforce development, community development, economic regeneration, business support Joins up thinking and doing Builds ‘can-do’: uses existing knowledge and experience Encourages valuing own skills and creativity Sum is greater than its parts

15. Experiences of action learning "It has made me more aware of my actions and interaction with people. It has made me more reflective in my decision-making. It has improved my listening and questioning skills and enhanced my awareness of body language. It has increased my organisational abilities. It has given me the confidence that there is a solution for most problems if not all!" "I have always been open to and excited by new learning experiences but I didn't realise how much I needed Action Learning until I tried it. My set has been supportive when I was down, challenging when I needed new ideas and accepting when I lacked self-confidence. They have made me realise that I can develop my job and given me the strength of purpose to do it."

16. Success factors Bringing the right issues and themes Organisational support and commitment Being open to being open A very good facilitator Ground rules

17. Inhibiting factors Funding Time Lack of knowing benefits Organisational support Giving AL priority

18. Costs £70 per person per set £420 for a group of six set meetings Overheads are: facilitator costs, venue, travel expenses