The Concept of Action Learning

The Birth of Action Learning is attributed to Mr. William Reginald Revans who first coined the term in the coal mines of England and Wales, striking for Revans was the fact that Managers who experienced organisational problems talked through their difficulties and personally took action with support of their colleagues.

This notion of 5 to 6 people working together on their own and others problems means a productive way of inspiring in turbulent times. Although Revans himself did not come up with a specific definition for the concept, he did however identify some points that sum up the idea behind the conception. Revans (1998) is of the opinion that

Action Learning offers a chance for insightful questioning on issues that have defied solutionsLearning is “Cradled in the Task”, questioning the task, reflection on the task aids in understanding the activities at might cause a certain problem.Action Learning deals with resolution of problems but there is no single course of action.

 Action learning takes place between a group of 4 to 6 people called SET (Revans 1998) with help of a Facilitator whose role is to create an environment that is conducive to learning, whereas Revans (1998) calls it an Integrator.

The Action Learning Equation

Revans described the process of action learning through the following formula

L = P + Q

Learning takes place through insightful questioning of the programmed knowledge people have, Inglis (1994) further modified the equation to include an important aspect of Implementation and proposed

L = P+ Q + I,

The above equation could still be referred to as missing an important aspect of Reflection, as according to Simmonds (2003) learning is not complete without reflection

A - R ?L

It can be argued that the equation of Inglis is still incomplete; the current study will propose a more comprehensive equation.

Action Learning a Step towards Learning Organization

Weinstein (1995) identifies 9 characteristics which are a step towards the learning organization. Action Learning a Step towards Learning Organization, Action Learning aids business in incorporating the following characteristics into the business that help in creating a learning organisation.

ListeningQuestioningSelf-Awareness and ConfidenceWilling to Open – DiscussionLearn from OthersRespect othersNetworking – ContactsEnergetic, MotivatedAbility to Change

Reference

Inglis, Scott., (1994). Making Most of Action Learning. 1st Edition. Hampshire: GowerRevans, R., (1998). ABC of Action Learning. 1st Edition. London: Lemos&Crane.Simmonds, D., (2003). Designing and Delivering Training. 1st Edition. London: CIPD.Weinstein, Krystyna., (1995). Action Learning. A Journey in Discovery and Development. 1st Edition. London: HarperCollins Publishers.

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