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OPMT 4AOPMT 4441
ACTION LEARNING
DAVE CLASON, ADRIANA NG, COLLIN GUO AND NEIL RAJ
Presentation Overview
• Introduction • Key Components Behind Action Learning• Steps for Implementation• When to Use This Methodology• Strategies That Complement• Benefits and Limitations• Potential Pitfalls • Examples of Successful Implementation• Example Exam Questions
Intro to Action Learning
Key Components• Problem or Issue The problems are critical, not case study
• Group/ Learning Team 4-8 members come from different level
• Questions Finding the great question is the key task
• Action Taking action and working on the problems but not only
make recommendation
• Learning Members must seek to learn as well as seek solutions
• Coach Assist and enable the group to capture and leverage its
learning
Steps for Implementation
1. Formation of group
2. Presentation of problem or task to group
3. Reframing the problem
4. Determining goals
5. Developing action strategies
6. Taking action
7. Capturing learning
When to Use
• Action learning is done in conjunction with others
• Addressing Complex Challenges to determine the root cause
• During periods of change by middle management allowing top management to focus on strategy
• Improving cross-enterprise teamwork
Strategies that Complement
• Cross Functional Teams
• Supportive Yet Challenging Environments
Benefits
• Learn by Doing
• Builds leadership
• Develop systems thinking, creativity and
problem solving skills
• Develops self confidence
• Improves communication and networking
• Fosters corporate cultures that can handle
change
• Supports Innovation
Limitations
• Need for multiple learning events
• Design and content
• Overwhelming process
• Needs reflections and feedback
• Good facilitators are needed
• Runs the risk of poor follow up on
project outcomes
Potential Pitfalls
• Uneven commitment
• Poor sponsorship
• Giving advice versus asking questions
• A poor learning environment
• Strong need to look good
• Programmatic approach
Examples of Successful Implementation
Example Exam Questions
1. When Should Action Learning Be Used:• When addressing a complex challenge• To improve cross-enterprise teamwork• To increase strategic thinking
2. (True or false) In action learning, the solutions which are offered by the participants are the mainstays of working on and solving the problem.
• False, questions and reflection by the members are the mainstays of working on a complex problem.