Why would you want to learn how to facilitate action learning sets? Because your organisational clients want to:
You can personally leverage your coaching skills to make a difference for more people.
In this highly experiential training, you will learn how to facilitate action learning sets for high impact learning, drawing on your existing coaching experience. As an added bonus, you will be able to work on your own challenges and opportunities within the set, experiencing what it’s like to be a participant.
The course will be run over two days from 9.30pm-5pm, with up to 6 participants (minimum four participants), all experienced coaches.
Adults learn best when they decide what they want to learn, and the learning is closely linked to issues or problems of immediate concern. Action Learning is the antithesis of a one-size-fits all learning programme; it is tailored to the individual’s needs.
Learning in an action learning set is directly linked to change and action, and therefore business performance.
Asking good questions is important to learning and to future success on the job. Members of an action learning set learn to coach, self-coach and give feedback, which are skills they can utilise in their daily work.
Action learning moves people, and cultures, towards using a coach-approach.
Individuals, usually 4 to 6 in number, meet regularly to support one another in their learning, based on real problems, following a process originally developed by Reg Revans. Within a session, each set member has time in which to present a challenge or opportunity that they face, and then receive coaching from the other members; to define the problem more precisely, to create options, to establish a desired solution, and to select a strategy for the way forward. The action tends to happen in between sets, and they report back on what they learned from experimenting with new behaviours. As part of the process, they also learn how to coach, how to give feedback and how to work better in a group, all of which are transferable skills.
The approach used is often described as a coaching style. This means that set members do not offer advice, but ask questions and offer observations that help the presenter think his or her way through the issues. In this way the problem remains the ‘property’ of the presenter, who also then ‘owns’ the solution. Each person brings a different perspective to the group, new lenses through which to figure out what to do next.
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