1. Action learning Session Two

2. Emerging Leaders Programme: Objectives
Deepen understanding of leadership role, the impact of leadership style and how to create a positive work ethos in times of change
Develop skills and confidence in having difficult conversations and develop capability and techniques to create empowerment and trust
Increase ability to lead, manage and develop people in teams and how to communicate effectively across the business (includes team project working)

3. Emerging Leaders Programme

4. The Learning Cycle

5. By the end of this event you will:
Refresh your learning of content from module 2
Discuss actions implemented and share successes
Understand how an Action Learning Set operates and using different approaches for peer support
Participate effectively in an ALS to address a business challenge

6. What was covered on module 2
Inattention to Results
Avoidance of Accountability
Lack of Commitment
Fear of Conflict
Absence of Trust
Maslow
High Performing teams

7. “The end of learning is not knowledge, but action”
Actions & Learning
“The end of learning is not knowledge, but action”
Dr Peter Honey 7

8. What is an Action Learning Set?
An Action Learning Set is a tried and tested forum in which a small number of people commit to work together as a group of peers to coach each other towards concrete actions, which will make a real difference to them/their team/their business.
An ALS works best with 5-6 people (to provide ease of communication) who meet regularly, supported initially by an Action Leaning Facilitator to guide and develop the set to use their collective skills and knowledge to work on ‘real challenges’. 8

9. Features of an Action Learning Set
Help an individual (the presenter/issue holder) to address a problem.
Might equally be defined as goals, problems, challenges, missions or difficulties
Must be OWNED by the individual
Must be current and real (though time scales and horizons may vary
e.g. “I have a difficult meeting tomorrow”
Should not be something that have a clear cut ‘right and wrong’ answer Should be things that can be interpreted and dealt with in any number of different ways
Should be summarised using a sentence that starts with “How can I…”
Should relate in some way directly to current business strategies
May derive equally from leaders’ and personalities/feelings/style

10. Action Learning Sets – The Process
Start-Present your challenge, problem, issue or your question
Set member’s question constructively to challenge views, understanding, perceptions, assumptions.
Issue holder is coached by set members to facilitate insights and options
Issue holder gives feedback to the set on new understanding, ideas on taking action
Test out taking action in the workspace
Bring results back to set - what worked/didn't? Why?
Establish learning, draw conclusions from the experience 10

11. Structure Contracting Confidentiality, Respect, Understanding
Contribute, Listen
Gather issues
Flip up everyone’s issues in the ‘How can I format’
Agree running order and timings
Run the process
Use a mix of methods, present issue or challenge, question constructively
Review, summarise and select ideas for action! Evaluate. 11

12. Three Approaches
Traditional
Gossip
Picture 12

13. The Traditional Method
Individual summarises their situation succinctly and explains their goal
Each participant asks ‘coaching’ questions to enable the issue holder to clarify their outcome, review in depth their current thinking and hypothetical questions to generate a range of options
Issue holder selects the questions or hypotheses that have resonated with them the most
Group works with the issue holder to develop possibilities for action by asking questions, challenging and supporting
Issue holder restates the issue if necessary
Nail down concrete actions and a clear time line
Allow approx. 20 min per person

14. The Gossip Method
Individual summarises their situation, telling a story for up to 5mins. The group listens and asks only minimal questions for clarification.
The issue holder turns their back on the group and listens
The rest of the group ‘gossips’ about the story they have heard
Individual summarises their situation by telling a story for up to 5 mins. The group listens and asks only minimal questions for clarification. The issue holder turns their back on the group and listens The rest of the group ‘gossips’ about the story they have heard
“I wonder why they chose to do x? Do they realise the impact?”

15. The ‘I have a Picture’ / Visual sketch Method
Individual summarises their situation by telling a story for up to 5 min. The group listens and asks only minimal questions for clarification.
Each participant develops a one or two sentence vision or ‘picture’ of how they see the issue holder dealing with their issue
The issue holder is encouraged not to react until all visions/pictures have been articulated
Issue holder is asked to identify which ‘picture’ resonates with them the most
Issue holder reshapes the picture by articulating the action they will take and outlining the time frame
Deep listening during their story is critical

16. Key Skills

17. Action Learning Sets – The Benefits
Offers participants an opportunity for personal development
Improves problem solving, as well as questioning and listening skills
Helps participants tackle complex tasks
Allows participants to learn from each other across the organisation facing similar challenges
Encourages self-directed learning

18. Action Planning – Peer Review
Be a sounding board for plans and ideas
Help assess challenges/obstacles to determine the best course of action
Offer alternative perspectives
Help surface and test assumptions and beliefs
Listen and ask questions to provide focus
Reveal/clarify blind spots
Explore options and potential solutions
Suggest other resources to go to for help/advice

20. Next steps Complete the on-line evaluation sent by OD
In your workbook:
Complete personal learning and learning goals
Work collaboratively on your project actions
Do pre-work for Module 2
Module 2: Achieving excellence through others:
15th February: 9.15 start