Action Learning

Action Learning is an effective teamwork tool that develops teams...

...towards continuous learning and improvement, with the simultaneous transfer of knowledge, skills, values and experience of people who work together on solving a problem.

AL sessions are held in groups of several people, and a team member solving the problem, through multi-context and multi-level analysis of action, reflection and re-analysis can modify it or plan a new, more useful solution. Unlike traditional methods of reflective team learning, Action Learning focuses on analyzing already made actions, from which new, unique knowledge emerges, thanks to which each team member can improve their skills and future behaviors.

What do we do?

• We teach how to use Action Learning to provide innovative business solutions in response to complex problems,
• Through AL, we develop leadership and cooperation skills,
• We develop high-performance teams,
• We help to create organizational culture based on commitment and responsibility,
• Working by AL, we implement competences that were the subject of a training or a workshop before.

For whom?

• For organizations that want to successfully solve significant, urgent and complex problems,
• For HR departments that plan to make good leaders from managers,
• For people in managerial positions who want to improve the effectiveness of teams and implement new competences (I not only know, but also know how and want to),
• For business owners who are committed to results and want to effectively manage a growing organization,
• When group work is needed at a deeper level (limiting beliefs, values) than a tool level (environment, behavior, skills).

The course of the process when working with a team

    Key principles that determine the effectiveness of the method:
  • • Each team member works on a real problem that is significant, complex, urgent and solvable. The work is based only on real challenges related to the undertaken tasks.
  • • Each participant creates a solution and undertakes to implement it.
  • • Each participant is proactive in team learning.
  • • Each participant takes responsibility for independently implementing their own challenges.

A small Action Learning team meets regularly, about once a month, for about half a year. The sessions are led by an AL coach who ensures optimal learning and problem solving.

Each team member prepares a professional issue, which is a difficulty for him, a dilemma in making a decision, the lack of an idea of a solution, and which he wants to talk to the others about. These are often issues such as "I want to do something about it", "I am looking for a way to solve this problem", "I wonder what behavior will be appropriate in this situation" or "I wonder how to proceed in this case."

Strengths of working using Action Learning method

    Solving a problem is only one of the benefits - there are also benefits for the entire team working to solve the problem:
  • • increased structure in the manner of work,
  • • developing interpersonal skills and establishing satisfying contacts,
  • • increase in communication skills,
  • • increase in identification with the team,
  • • developing confidence,
  • • raising awareness,
  • • greater readiness to take responsibility and take the initiative in the group forum.
    The participants of AL sessions often point out to the following benefits:
  • • acquiring problem solving skills,
  • • development of leadership competences,
  • • building a culture of challenging yourself and within the team,
  • • inspiring each other and creating better practice,
  • • developing new ideas,
  • • building effective action plans that are actually implemented.

Through AL, we develop leadership and cooperation skills

Danuta Babińska

E-mail address: d.babinska@projektmentoring.pl

Phone no.: +48 600 380 368

We help to create organizational culture based on commitment and responsibility

Mariusz Dłużak

E-mail address: m.dluzak@projektmentoring.pl

Phone no.: +48 698 716 885



For HR departments that plan to make good leaders from managers

Read the interview on the effectiveness and usefulness of Action Learning in organizations and you will learn: What is the course of the process of working with a team? What kind of groups is this method most effective to work with? How numerous should they be? What kind of problems is AL most effective for? What is the difference between the role of an Action Learning coach and the role of a facilitator? What team competences acquired during the training guarantee its effective operation after the end of cooperation? How to prepare yourself deciding to work in AL way? And much much more.