This has also been proposed by Michael Marquardt:
ACTIO LEARNING PROFESSIONAL
International Management Centres, the action learning professional association where Revans was the inaugural president, have proposed an extension to this formula with the addition of R for "reflection". In Revans' book, there are examples from the United States, Canada, Latin America, the Middle East, Africa, and Asia-Pacific.
Where L is learning, P is programmed knowledge and Q is questioning to create insight into what people see, hear or feel.Īlthough Q is the cornerstone of the method, the more relaxed formulation has enabled action learning to become widely accepted in many countries all over the world. Revans makes this more precise in the opening chapter of his book which describes the formula: People had to be aware of their lack of relevant knowledge and be prepared to explore the area of their ignorance with suitable questions and help from other people in similar positions. Later on, in hospitals, he concluded that the conventional instructional methods were largely ineffective. The approach increased productivity by over 30%. Here, he encouraged managers to meet together in small groups, to share their experiences and ask each other questions about what they saw and heard. He used these experiences to further develop the method in the 1940s while working for the Coal Board in United Kingdom.
In his encounters with this talented group of scientists-several went on to win Nobel prizes-he noted the importance of each scientist describing their own ignorance, sharing experiences, and communally reflecting to learn. Revans' formative influences included his experience training as a physicist at the University of Cambridge. Reginald Revans is the originator of action learning. In most forms of action learning, a coach is included and responsible for promoting and facilitating learning, as well as encouraging the team to be self-managing. A requirement that talk be converted into action and, ultimately, a solution, and.A process that promotes curiosity, inquiry, and reflection,.A diverse problem-solving team or "set",.A real problem that is important, critical, and usually complex,.Confucius once said, "I hear and I forget I see and I remember I do and I understand," and action learning is a cycle of doing and reflecting. This strategy is different from the "one size fits all" curriculum that is characteristic of many training and development programs. Īction learning is effective in developing a number of individual leadership and team problem-solving skills, and it became a component in corporate and organizational leadership development programs. The theory of action learning and its epistemological position were originally developed by Reg Revans, who applied the method to support organizational and business development initiatives and improve on problem solving efforts. This helps improve the problem-solving process as well as simplify the solutions developed by the team. ( October 2015) ( Learn how and when to remove this template message)Īction learning is an approach to problem solving involving taking action and reflecting upon the results. See Wikipedia's guide to writing better articles for suggestions. This article's tone or style may not reflect the encyclopedic tone used on Wikipedia.
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