What am I to action learning and what is action learning to me?

This account of practice charts one organisation development practitioner’s experience of the influence of action learning (AL) at various points in his career, from the early 1970s to the present day. It explores the impact of AL upon his practice over the years, chronicling various episodes which had strongest impact. It contrasts AL as it was in its formative years in the UK with how it is now, asking some questions as to how the early pioneering spirit might sustain the face of forces for commoditisation.     

Beyond you and me: stories for collective action and learning? Perspectives from an action research project

This paper explores the combination of storytelling and reflective action research as a means to effect change and learning within and across communities and organizations. Taking the complex challenge of ‘pro-environmental behaviour change’ as an example, the paper reflects on the experiences of a pilot project run for the UK government that took place over two years with five community groups in rural England. The research question centred on how the stories of ‘older’ (aged 50+) community advocates might be amplified and inspire wider change via a systemic action research approach. This paper describes the project and shares insights into how behaviour change might occur in this action-based learning context challenging more Newtonian conceptualizations of change. Some of the methodological and practice challenges and conundrums that arose are discussed including authenticity, ownership and ethical issues of voice and ownership. Parallels and distinctions between story-based action research and action learning are identified and the role of narrative in inducing action is considered. The paper concludes by reflecting on future directions and the overall potential there is for ‘narrative action learning’ to address those wicked systemic problems that transcend organizational boundaries and that are faced by real people in our communities and society as a whole.     

Enquiry-based learning workshop for deep learning in Middle Eastern classrooms – an action research approach

The senior year design students and I were dismayed when my linear teaching and their habitual rote learning failed in a Middle Eastern University. The gulf between the curricular objectives and our teaching-learning methods intrigued me. I turned this into an action research project that sought to answer the questions, ‘What paradigm shift might we need to migrate from traditional rote learning to deep learning? What attitudinal change and philosophical beliefs would that call for in an instructor?’ The search for a solution metamorphosed me from a disengaged instructor into an empathizing reflecting practitioner. It led my students to active engagement in an enquiry-based learning workshop, which significantly improved their performance. This paper celebrates the journey of our collective deep learning. It explicates how I built my personal theory of teaching praxis through critical consciousness and meta reflection. This knowledge-creation process is empowering and may draw many teacher researchers towards meta-reflexive engagement with the social systems around. These change drivers can initiate institutional overhaul to effect systemic reforms.     

Facilitating the learning process in design-based learning practices: an investigation of teachers’ actions in supervising students

Background: In research on design-based learning (DBL), inadequate attention is paid to the role the teacher plays in supervising students in gathering and applying knowledge to design artifacts, systems, and innovative solutions in higher education.

Purpose: In this study, we examine whether teacher actions we previously identified in the DBL literature as important in facilitating learning processes and student supervision are present in current DBL engineering practices.

Sample: The sample (N=16) consisted of teachers and supervisors in two engineering study programs at a university of technology: mechanical and electrical engineering. We selected randomly teachers from freshman and second-year bachelor DBL projects responsible for student supervision and assessment.

Design and method: Interviews with teachers, and interviews and observations of supervisors were used to examine how supervision and facilitation actions are applied according to the DBL framework.

Results: Major findings indicate that formulating questions is the most common practice seen in facilitating learning in open-ended engineering design environments. Furthermore, other DBL actions we expected to see based upon the literature were seldom observed in the coaching practices within these two programs.

Conclusions: Professionalization of teachers in supervising students need to include methods to scaffold learning by supporting students in reflecting and in providing formative feedback.     

How can action learning contribute to social capital?

This paper explores the contribution that action learning can make to the formation of social capital via experiences of action learning projects in NHS Pathology Services in the UK. The paper describes the development of action learning practice in recent years, reviews the notion of social capital and considers how action learning might contribute to its formation. A case study of action learning in the development of a locally unified pathology service is used to illustrate the processes by which actions and learnings may be transferred and extended from sets to contribute to organisational learning in wider systems and networks.     

Safe or unsafe? The paradox of action learning

Business Driven Action Learning (BDAL), as a learning philosophy that attempts to create real value for business is often used by executive education providers in their management development programmes. As the action learning facilitator, I found that the learning that took place during such a management development programme resulted in participants experiencing stress, anxiety and high levels of frustration, which threatened the learning process. The resulting paradox in the learning environment is that the same anxiety that is necessary to ensure that learning took place has the propensity, if too high to hamper learning. Utilising the findings from this research, this account of practice makes recommendations for the action learning facilitator to consider while guiding action learning sets (groups). The facilitator can alleviate many of the fears by emphasising that anxiety is necessary in the learning process. The facilitator can mediate the learning relationship between the individual participant and the learning environment as depicted in the model at the end of the article.     

Adult learning and action learning — A real workplace learning approach

Abstract

The Rural Extension Centre (REC) has developed an approach to accredited training that is based on adult learning principles and is driven by an action learning approach. One of the central features of this approach is the use of real workplace based learning projects to allow participants to immediately apply the theory of the subject being studied in a practical and useful way.

The emphasis is on learning in these projects, however, they are directly based in the workplace with immediate benefits for the individual, their organisation and their clients.

Action learning is applied in the courses offered by the REC at three levels. The levels are micro-, macro- and mega- that is; on a daily basis in the residential sessions, on a weekly basis as developing learning projects and on a subject basis over the three to four months that the subject takes. The learning project is a key vehicle for learning between the residential sessions.

During residential sessions time is taken to ensure that the theory is delivered in a practical and useful way, to the extent that in some subjects there is real case study activity which allows the application of theory as the week goes on.     

Innovation development – an action learning programme for medical scientists and engineers

There is increasing evidence that action learning is valuable in a higher education setting. This paper goes on to report a personal development programme, based on principles of critical action learning, where the aim is to equip early-career scientists and engineers working in a university setting with the knowledge, skills and confidence to approach the management of innovation. After learning about action learning and critical reflection, the participants, all postdoctorate researchers, completed innovation projects at work, meeting in action learning sets as they proceed. We explain a method of critical thinking before reporting results from an evaluation study based on interviews and focus groups. We consider examples of projects undertaken before considering challenges for students with this approach to learning. Challenges included scepticism about the usefulness of management literature, difficulties in finding ‘problems’ within the constraints of postdoctoral work, and the discomfort and intensiveness of action learning. However, through adaptation by the tutors with students, some significant results were achieved.     

Beyond critical action learning?: Action learning’s place in the world

Action learning has evolved over a period of time when managerialism and performativity, which are aspects of neoliberalism, have become stronger and this explains, in part, the emergence of Critical Action Learning (CAL). Performativity, in particular, has increasingly become internalised by people at work. CAL seems to be limited to power relations within and between organisations and thus tends to ignore the dominant ideology of the day – neoliberalism. The paper asserts that action learning is antithetical to a neoliberal worldview and there are therefore practical implications for action learning practitioners.     

Why are we using action learning and in what contexts?

The purpose of this study was to examine the contexts in which action learning has been used and provide implications for the design of action learning programmes. We performed a content analysis of 127 articles (case studies and case reports included) published in Action Learning: Research and Practice between 2004 and 2012. In this study, we address the following research questions: (a) In what contexts has action learning been used? (b) What are the distinctive features of cases identified? (c) What are the implications for the design of action learning programmes? The results showed that the UK and European countries have most frequently used action learning, and the most dominant purposes for action learning were leadership development, organization development, and professional development. We also elaborated on design considerations and implications for action learning research and practice.     

Can videos affect learning outcomes? Evidence from an actual learning environment

Educational technology research and development - We examine the effect of an innovation in an educational context, a class of 500?+?first-year economics students at a well-known...     

A double win: practice and participation in an action learning facilitators’ set

This account of practice shares insights from past and present members of a self-facilitating action learning set, where each of the members is an action learning facilitator. Motivations for joining the set encompassed the opportunity to ‘practice what you preach’ by being a set member as well as a facilitator, the potential to refine and develop facilitation practices in a safe environment and space for personal development.     

What can be learned from action learning coaching? Learnings of novice action learners and their coach

Action learning coaching (ALC), a form of action learning that integrates leadership coaching, is suggested as a method and ethos to build future capacity, specifically in novice HRD practitioners. The purpose of this article is to offer an account of learning from the perspectives of novice action learners, who were new to the field of human resource development (HRD) and to the concept of ALC, as well as their similarly noviced coach. Data from budding practitioners and their coach, participants in an action learning action research (ALAR) study, are analyzed to show how they used action and generative learning through ambiguity to apply learning to their new roles. Action learning coaching elevated participants’ skills, self-concept, efficaciousness, professionalism, commitment to action, and capacity for learning and growth. Participants changed themselves, their practice, and ultimately the way they approached human resource development as novices.