Action learning is a dynamic, hands-on approach to problem-solving in businesses that puts engagment skills into practice, with coaching, while action learning teams do real work. It’s about tackling real organizational challenges through a combination of active doing and learning. Here’s how it unfolds in an eight-session program:
1. Identifying Real Issues: The journey begins with senior leaders sponsoring projects that address genuine needs within the organization. They’re not theoretical exercises; these are real-world problems seeking practical solutions.
2. Forming Diverse Teams: Employees from various departments come together, forming action learning teams. This diversity is key, bringing different perspectives and skills to the table.
3. Guided by Expert Coaches: These teams aren’t left to navigate alone. They’re guided by coaches skilled in active listening, feedback, open-ended questioning, and understanding group dynamics.
4. Learning by Doing: As the name suggests, action learning is about learning through action. Teams develop proposals for the identified problems, applying new skills in real-time. It’s not just talk; it’s about making tangible strides towards solving pressing issues.
5. Iterative Process: Each of the eight sessions builds on the last. Teams review progress, get feedback, refine their approach, and delve deeper into the problem. It’s a cycle of action, reflection, learning, and then more action.
6. Developing Critical Skills: Throughout these sessions, participants hone vital skills like effective communication, strategic thinking, and collaborative problem-solving. They’re not just working on organizational issues; they’re developing personally and professionally.
7. Practical Outcomes: The end goal? Viable solutions that can be implemented within the organization. These are not just theoretical proposals but actionable plans ready to be rolled out. the organization’s leadership.
Long proven a beneficial strategy for individual development, we offer one-on-one engagement skills and leadership coaching for critical employees, supervisors, managers, leaders, and executives. The downside of many coaching processes is the development of a long-term reliance on the coach. Because adults learn best by applying new skills in familiar situations and reflecting on their impact or applying familiar skills in new situations and reflecting, myCONVOCONNECT coaches are uniquely positioned to help your star employees, supervisors, managers, leaders, and executives learn. Modeling exceptional listening helps build rapport between the coach and the coachee which enables a level of honest disclosure that leads to change. Contact us, below, to discuss One-on-One Coaching.
Long proven a beneficial strategy for individual development, we offer one-on-one engagement skills and leadership coaching for critical employees, supervisors, managers, leaders, and executives. The downside of many coaching processes is the development of a long-term reliance on the coach. Because adults learn best by applying new skills in familiar situations and reflecting on their impact or applying familiar skills in new situations and reflecting, myCONVOCONNECT coaches are uniquely positioned to help your star employees, supervisors, managers, leaders, and executives learn. Modeling exceptional listening helps build rapport between the coach and the coachee which enables a level of honest disclosure that leads to change. Contact us, below, to discuss One-on-One Coaching.
A three-year research project identified the specific nature of the various reactions to change. Helping people understand their reactivity helps them understand the work they need to do to convert automatic reactivity to thoughtful response. This converts your change “resisters” to people eager to let you know what the change needs to be successful. If you’re bringing us in for our Action Learning program, you staff are already primed for this sort of mindfulness. You can sample the Reaction Reflector assessment by clicking here.
