Action
Learning
Action
Learning comes from an approach pioneered by Reg Revans, the UK
academician who claimed that there can be no learning without action and
no knowing without the effort to practice and implement what is claimed
as knowledge. He demonstrated this with the formula:
L
= P + Q
Where: L = Learning
(new results)
P
= Programmed Knowledge (what we've learned through taught experience
Q
= Questioning Skills (the ability and willingness to challenge what
is already known in order to find new solutions to problems)
The
Revans model of action learning focuses on development of the person.
Other practitioners have used action learning to focus on an
organizational project or problem. This approach allows learners
to look at problems in new ways, and to learn in the process of solving
the problems.
The
consultants who use the LeaderStrength SystemTM combine both
approaches through the concept of personal and organizational
leadership. We stress that all situations are learning
opportunities, and people can develop themselves by asking questions and
looking for themselves to see what is working and not working in their
activities and projects. We also act as coaches to support them in
changing deep-seated behaviors when this is called for, enabling them to
act in new ways to achieve business outcomes. As with all our
methods, we show participants how to continue this process on their own,
with the support of others within their organization.
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