Action Learning: A Path to Real Talent Development

As company leaders, HR directors, consultants and entrepreneurs continue to look for better results from their training efforts, action learning programs seem to deliver a higher level of satisfaction. One step further from case studies and experiential learning simulations, this process provides an opportunity for delivering a lasting impact.

The core of action learning involves investigating real and current issues: a strategic effort, a competitor threat, a product opportunity, a process or a company problem. It provides a stage for analyzing behaviors, the complexity of the company environment and creating solid working relationships between participants. The process includes the following elements:

Identifying specific competencies to focus on throughout the program that are key to succeeding within the current company context

Creating an engaging experience by selecting a current strategic theme of study. It must be broad enough so the participants can explore innovative solutions without the immediate pressure of delivering a finished product. The experience must give an opportunity to provide real value to the company.

Debriefing the experience – review what happened and learn from 3 perspectives: results, process and team dynamics. The work produced can be analyzed through the lens of 3 axis of value: Customer Value, Business Value and, importantly for today’s challenges, Employee Value.

Extrapolating the results: Make tangible links to what it means for the leaders and the corporate environment.