What is Action Learning?
Action Learning is bringing learning and work as close together as possible.
Action Learning is a powerful and proven methodology that combines learning and doing to sustainably solve complex problems.
This approach revolves around asking curious questions rather than giving immediate answers.
This encourages team members to think critically, collaborate and take responsibility for actions and results.
An Action Learning program begins with an issue or concrete problem that is addressed by a team. Under the guidance of a certified Action Learning TeamCoach, the team works in a structured way to find solutions.
The process consists of four main elements:
- Asking questions and reflecting
- Take action
- Team Development
- Coaching
This approach creates a unique combination of problem solving and personal and team development. Action Learning not only strengthens the team, but also has lasting impact on the organization.
At WIAL Netherlands, we use this methodology to help teams excel and take organizations to the next level.
Learning stays in the organization
Research shows that up to 5% of team members do 20 to 25% of the work and that organizations hire consultants to bring knowledge into the organization.
With Action Learning, each individual on the team starts to be heard and contribute more to the team. It creates a culture where learning from and with each other is the most natural thing in the world.
Team becomes expert in solving
complex problems
Research shows that conditioning in a team often leads to an immediate action mode on a symptom. As a result, the real problem is not solved! Often prompted by only some of the team members and based on, for example, "misplaced" hierarchy, expertise and assumptions.
With Action Learning, both individuals and the team learn to discover whether there is a problem or a complex issue. In the case of a problem, the team can devise and do actions immediately. In the case of a complex problem, the team first learns to slow down to better understand it, arrive at new solution directions and learn and improve during implementation.
Exponential growth of connection
between people and purpose
Research shows that 80% of teams do not live up to expectations! Symptoms by which you can recognize this include working past each other, hassle and social laziness!
With Action Learning, it's all about the degree of cooperation! The prerequisite for this is team psychological safety. Science has shown that asking questions leads to a better connection between people. And that with this team psychological safety grows, because I feel more heard. This has a positive effect on my involvement with my colleague and with the team goal. Acton Learning's structure secures this process.
Huge increase in
the innovative capacity
Research shows that 66% of teams fail to come up with better ideas and make better decisions than the best team member could do on their own!
With Action Learning, the wisdom is extracted from the team. Through which the real problem is discovered and based on this the team will discover new solution directions. With the Action Learning Consent decision-making the team members experience that decision-making becomes better, faster and supported. The structure of Acton Learning secures this process.
Excelling teams
Research shows that working in teams leads to an average yield loss of 25%. As teams get larger, this increases to as much as 75% yield loss!
With Action Leaerning, on the other hand, collaboration and team psychological safety grows. An Action Learning team masters the dynamics of the six elements of the Team Performance Loop: purpose, bonding, safety, addressing, questioning and reflection. This makes mistakes, uncertainty and unfamiliarity negotiable. A prerequisite for being a learning team and a learning organization. Moreover, research shows that social idleness decreases as teams get smaller. This is one of the reasons that an action learning team has four to eight people. Moreover, an Action Learning Team has the role of observer and action learning team coach in addition to the role of problem contributor and participant. This allows for infinite learning and improvement and can prevent loss of efficiency.
Learning stays in the organization
Research shows that up to 5% of team members do 20 to 25% of the work and that organizations hire consultants to bring knowledge into the organization.
With Action Learning, each individual on the team starts to be heard and contribute more to the team. It creates a culture where learning from and with each other is the most natural thing in the world.
Team becomes expert in solving
complex problems
Research shows that conditioning in a team often leads to an immediate action mode on a symptom. As a result, the real problem is not solved! Often prompted by only some of the team members and based on, for example, "misplaced" hierarchy, expertise and assumptions.
With Action Learning, both individuals and the team learn to discover whether there is a problem or a complex issue. In the case of a problem, the team can devise and do actions immediately. In the case of a complex problem, the team first learns to slow down to better understand it, arrive at new solution directions and learn and improve during implementation.
Exponential growth of connection
between people and purpose
Research shows that 80% of teams do not live up to expectations! Symptoms by which you can recognize this include working past each other, hassle and social laziness!
With Action Learning, it's all about the degree of cooperation! The prerequisite for this is team psychological safety. Science has shown that asking questions leads to a better connection between people. And that with this team psychological safety grows, because I feel more heard. This has a positive effect on my involvement with my colleague and with the team goal. Acton Learning's structure secures this process.
Huge increase in
the innovative capacity
Research shows that 66% of teams fail to come up with better ideas and make better decisions than the best team member could do on their own!
With Action Learning, the wisdom is extracted from the team. Through which the real problem is discovered and based on this the team will discover new solution directions. With the Action Learning Consent decision-making the team members experience that decision-making becomes better, faster and supported. The structure of Acton Learning secures this process.
Excelling teams
Research shows that working in teams leads to an average yield loss of 25%. As teams get larger, this increases to as much as 75% yield loss!
With Action Learningdomain, collaboration and psychological safety grows. An Action Learning team masters the dynamics of the six elements of the Team Performance Loop: purpose, bonding, safety, addressing, questioning and reflection. This makes mistakes, uncertainty and unfamiliarity negotiable. A prerequisite for being a learning team and a learning organization. Moreover, research shows that social idleness decreases as teams get smaller. This is one of the reasons that an action learning team has six to eight people. Moreover, an Action Learning Team has the role of observer and action learning team coach in addition to the role of problem contributor and participant. This allows for infinite learning and improvement and can prevent loss of efficiency.
On the power of Action Learning in transforming teams and organizations
Triple certification
WIAL Netherlands Certified Action Learning Coach
WIAL is an ICF-accredited training provider and the WIAL CALC certification is an accredited ICF CCE program.
The School Leaders Registry has accredited the WIAL leadership program ECALC (Certified Action Learning Coach) with ID number 490754 with 95% re-registration value.
Each participant in the CALC training will receive a Certificate of Participation with credits. Upon successful completion of CALC training, participant will receive an international CALC certification and a CALC badge.
A few associates on the benefits
of WIAL for their organization
Mieke Donders
Program manager Municipality of Utrecht
"The power of Action Learning is that the reflective thinking process ensures that statements have no place in the process.
Because everyone is curious from a basic attitude that it is 'our problem' that we can only solve in collaboration, a shared commitment emerges."
Caro van Haren
Marketing manager Bol Advisors
"You learn to engage in dialogue in a different way and lead a conversation to depth, to the real problem. As a result, you start solving the complex issues and not the symptoms."
Christian Adriaans
Geschäfstsführer Adriaans & Laufhoff GmBH
"By using Action Learning, we were able to look behind the symptoms.
Not the solution was presented, but the right questions were asked to see the problem clearly.
After that, the solution was obvious and could be implemented in a very short time."
