1. Liz Beaty Coventry University
Using Action Learning Sets for Continuing Professional Development 1

2. Action Learning: a definition
“Action Learning is a continuous process of learning and reflection that happens with the support of a group or ‘set’ of colleagues working with real problems with the aim of getting things done.”
Ian McGill and Liz Beaty
Action Learning: a guide. Revised 2nd edition
London, Kogan Page (2001)

3. Values of action learning
Voluntary nature of the set
A positive approach to life
Reflection is the key to learning from experience
The Presenter is the expert on her issue
Support and Challenge
Empathy
Empowerment
Quality of attention
Trust and confidentiality.

4. Action Learning: reflective cycle
Experience
Action Planning
Reflection
Making sense 3

5. Development Development of technical skill
Development of professional approach
Development of reflective practice

6. How does a set work Each individual has time for presenting an issue
Set members offer support, and challenge through open questioning
Individual action planning
Reporting back on learning
Reflection and review of outcomes.

7. Roles within the set Presenter Present the problem
Listen to support and challenge
Action Plan
Control the focus of discussion

8. Roles within the set Supporters Empathise Support and Challenge
Recognise underlying issues
Leave room for reflection
Support action planning

9. Roles within the set Facilitator : Control the process
Create a learning climate
Timing and flow
Supporting the development of set culture
Review the process

10. Why use action learning?
Development of reflective practice
Group process provides support
Learning from own issues and those of others
Linking theory to practice
Problem solving

11. Skills developed through action learning
Listening and questioning
Giving and receiving feedback
Reflective practice
action planning
linking theory to practice
Recognition of different teaching styles, values and approaches.
Interpersonal and facilitation skills
Empathy.

12. Example of an action learning programme
2 day induction workshop
includes introduction to A.L.
Monthly action learning set meetings
3 hours in groups of 6 with tutor
Workshops
Various topics 4/5 each term
Portfolio assessment
mapped against SEDA/ILT requirements

13. Examples of issues brought to the action learning set
What to wear in lecturers to be comfortable but not look like a student?
How to cope with being given too much work and not feeling wanting to appear unequal to the job?
Why do some seminar groups work well while others do not?
What to put in the portfolio?

14. Development : -
Confidence
Competence
Control

15. Other uses for action learning
Diploma / MA
Research
Management development
Any work-based programme
Student placements
Part time students
Continuing Professional Development

16. Core qualities of the facilitator
To balance the needs of individual set members and maintenance needs of the set
Unconditional positive regard (Rogers)
Empathic understanding

17. Facilitation Issues Being a facilitator and a tutor
Support and assessment
Confidentiality
Dealing with cynicism and negativity
Within set issues