How can you use action learning to coach peers?

1 What is action learning?

Action learning is a process of learning by doing, where a small group of peers (usually 4-8) work on a complex and urgent problem that has no clear or easy solution. The group meets regularly to share their experiences, insights, and questions, and to support each other in taking action. The group is guided by a facilitator or a coach, who helps them reflect on their learning and apply it to their problem. Action learning is based on the premise that the best way to learn is to face real challenges and experiment with different approaches.

2 Why use action learning to coach peers?

Action learning can help you coach your peers in several ways. First, it can enhance your own and your peers' professional development by exposing you to diverse perspectives, feedback, and knowledge. Second, it can improve your problem-solving and decision-making skills by challenging you to think critically, creatively, and collaboratively. Third, it can foster a sense of trust, accountability, and mutual support among your peers by creating a safe and respectful space for sharing and learning. Fourth, it can increase your motivation and engagement by allowing you to work on meaningful and relevant issues that matter to you and your organization.

3 How to set up an action learning group?

To set up an action learning group, you need to consider four main elements: the problem, the group, the coach, and the process. The problem should be real, significant, and urgent, and have no obvious or predetermined solution. The group should be diverse, committed, and willing to learn from each other and from the problem. The coach should be skilled, neutral, and supportive, and focus on facilitating the learning rather than providing the answers. The process should be structured, flexible, and iterative, and follow a cycle of action, reflection, and learning.

4 How to facilitate an action learning session?

To facilitate an action learning session , you should start by establishing the ground rules and expectations for the group, such as confidentiality, respect, and openness. Then, you should help the group select a problem presenter who will share their issue and ask for help. After that, guide the group through a series of questions such as what is the problem and why is it important? What are the goals and desired outcomes? What are the assumptions and facts? What are the possible causes and solutions? What are the risks and benefits? And what are the actions and next steps? Encourage the group to reflect on their learning: what did they learn about themselves, the problem, and the group? How did they apply their learning to their problem and actions? How can they transfer their learning to other situations and contexts? And what are the challenges and opportunities for further learning? Lastly, summarize the session and provide feedback to the group: what were the main achievements and challenges of the session? What were the strengths and areas for improvement of the group? How did they follow the ground rules and expectations? And how did they use the questions and coach effectively?

5 How to evaluate the impact of action learning?

To evaluate the impact of action learning, it is necessary to use quantitative and qualitative methods to measure the outcomes and outputs of the process. Outcomes are changes that occur as a result of action learning, such as improved skills, knowledge, and attitudes of participants, enhanced performance and productivity of the organization, increased employee satisfaction and retention, and reduced costs, errors, and risks. Outputs are tangible products or deliverables that result from action learning, including reports, plans, proposals or recommendations pertaining to the problem; tools, models, frameworks or methods for the solution; and publications, presentations or awards for the learning. Data can be collected and analyzed through surveys, interviews, tests, observations or documents. Additionally, feedback, testimonials, stories or case studies can be used to illustrate and communicate the impact of action learning.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?