GOALS - Guided Open Action Learning Sets

Guided Open Action Learning Sets - GOALS

Action Learning takes place in small groups where participants reflect and apply pragmatic learning to real work issues.

Action Learning is a way for people to reflect on their own and others’ work experiences, to learn from them and then apply the learning to future work. It is a proven method for developing skills over time and has been used for many development areas, including Leadership, Management, Teamwork, Relationship Building, Coaching and Sales.

An Action Learning Set is a small group of about 6 people that meets (usually monthly) to work together on their development. Each individual identifies the particular skill or sometimes area of knowledge that they wish to develop, which becomes a ‘learning project’. Each session has a core section where members take a turn to reflect on their work with the group through a questioning and listening process. Learning comes from the group interaction around, for example, a tactical issue, a sticky situation, or a relationship that needs some work. Each individual should come away with a clear set of actions to implement back at work.

An Open Action Learning Set is one where the group is made up from people from different organisations and sectors who bring different experiences. This makes for rich learning opportunities and cross fertilisation of ideas from a wide source. Organisations need this to help their managers to open up their thinking, to help their leaders become broader more effective and independent.

A Guided Open Action Learning Set is one that has a trained facilitator for the initial period (usually 6 sessions) to help the set form strongly and to ensure that the group understands deeply what action learning is about and how each individual can help the others to achieve their learning objectives. This is particularly important at the outset, where set members who have not experienced action learning before require a ‘training’ element; about the core method, what is required of members, some skills practice sessions and help to contract.

We use the concept of ‘Day Zero’ as a taster to allow people to come and learn about GOALS and get to know the people before committing to be a part of a group. At the close of Day Zero, those who want to go ahead form as a set and come away with a contract for how they want to work.

Typically, this is 6 people who commit to 6 sessions, meeting once a month with their guide to help them. The guide will ask members to consider the rules that they want to operate within the group, such as confidentiality, listening, not talking over others and being respectful.

The guide will look after the process during these initial sessions, help participants to improve their Action Learning, Communication and Team Working skills and will also suggest different ways of working from experience that will help the group. A set may decide after the 6 sessions to re-contract with or without their guide. They may invite their guide to join them on occasions, or they may decide that they have got what they needed from GOALS and finish. To give you a flavour of what it may be like, here is an example based on real issues from action learning sets.

There are many action learning methods, but in essence, each person takes a turn in putting their issue for discussion. The other participants ask questions and may make suggestions. 45 to 75 minutes is normally allowed for each person depending on how many people want to bring an issue that day.