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1.
Liselore Crul 《Action Learning: Research and Practice》2014,11(2):215-224
This account of practice outlines the Oxyme Action Learning Program which was conducted as part of the Management Challenge in my final year of the MSc in Coaching and Behavioral Change at Henley Business School. The central research questions were: (1) how action learning can help to solve wicked problems and (2) what the effect of an action learning program is on the individual set members, the set and the organization as a whole. This paper also describes my personal development as a facilitator of change and ends with key learnings and recommendations for future action learning programs. 相似文献
2.
Gary Shepherd 《Action Learning: Research and Practice》2016,13(1):69-78
In this account of practice I would like to share my experiences of facilitating a Critical Reflection Action Learning (CRAL) set with a small family run business, struggling to make change and expand their services due to the problems they encountered in separating their business lives from their family lives. The account I present here is based on a 12-session project I carried out with the organisation using a CRAL methodology as part of my Doctoral studies at the University of Hull Business School (Shepherd 2011). In this particular Action Learning project participants were invited to create hand drawn images which acted as representations of the problems they faced as a business. The images were used by set members in reflective conversations on the problems they were having. Each set member cycled through a process of drawing an image and reflecting upon its meaning using individual, group and critical reflection. The whole process enabled set members to gain new insights into their problems and provided them with the opportunity to devise new, more effective ways of tackling their problems and understanding the power dynamics underpinning them. 相似文献
3.
Mike Bloodworth 《Action Learning: Research and Practice》2014,11(3):352-360
During my first year of practice as a new action learning facilitator undertaking an ‘ILM Level 5 Certificate in Action Learning Facilitation’, an innovative Individual Service Fund pilot was launched by ‘Certitude’, the organisation for which I work. The aim of this pilot was to enable people with learning disabilities and mental health needs in London to have more choice and control over their support. By recognising the opportunity that this pilot provided, I was able to design, introduce and facilitate an action learning intervention to develop the confidence of leaders and managers involved in implementing the pilot's project plan and in turn explore my own emerging practice. This paper focuses on my journey from an opportunistic to expedient action learning facilitator; responsible for introducing, planning and establishing a new model of learning and development in Certitude. 相似文献
4.
Michelle Blackburn 《Action Learning: Research and Practice》2014,11(1):81-87
This account of practice focuses on the delivery of Action Learning Sets in Swaziland and Malawi as part of a UK university's remote Master's degree teaching programme. It draws upon the experience of an Academic delivering the programme and the efforts made to refine the approach to action learning given time, understanding and resource challenges. The outcome of limited research on the benefits of Action Learning Sets is shared within this context. 相似文献
5.
This paper explores the idea of unlearning in Critical Action Learning (CAL) as applied to the wicked problems of organisations and societies. It draws on data and ideas developed during a research project conducted for Skills for Care by Pedler, Abbott, Brook and Burgoyne (Skills for Care 2014) and from experiences on development programmes for social workers on action learning facilitation in 2012 and 2013 with Christine Abbott of the Centre for Action Learning Facilitation (C-ALF). 相似文献
6.
行动学习作为一种具有变革意义的学习范式．在对传统学习模式反思批判的基础上,提出了一种新的、替代性的学习路径。然而．当前对于行动学习的研究多侧重于操作层面或执行层面的“工具性”研究,将其看作是一种培训（学习）工具,关注其流程与操作的方法。而忽视学习活动过程的理论层面研究,尤其是缺乏基于中国国情的相关理论研究。因而。立足于中国本土企业推行的行动学习实践,采用规范的扎根理论研究方法,从个体、团队与组织三个学习层面,建构行动学习的“连续统一体理论模型”,不仅丰富了现有学习理论的基础,也为行动学习实践提供了理论指导。 相似文献
7.
Lotte Svalgaard 《Action Learning: Research and Practice》2016,13(1):50-59
Action Learning is a well-proven method to integrate ‘task’ and ‘process’, as learning about team and self (process) takes place while delivering on a task or business challenge of real importance (task). An Action Lab® is an intensive Action Learning programme lasting for 5 days, which aims at balancing and integrating individual challenges and business challenges, as well as the ‘Action’ and the ‘Learning’ of Action Learning. However, in spite of the aspiration to balance and integrate ‘task’ and ‘process’, a tendency and a challenge is experienced: When deeply involved in delivering on a business challenge, participants tend to shy away from or see reflection on the process as disturbing or disrupting. This tendency is like a seesaw: When the pressure of the task increases, awareness about the process goes down. This account of practice aims at exposing and understanding better this tendency by sharing a study looking into what hinders and promotes mindful awareness on the process, while dealing with a business challenge in an Action Lab®. Drawing on the findings, the account of practice will share some recommendations for the Action Learning facilitator to take up the challenge of integrating task and process whenever the seesaw is tipping. 相似文献
8.
Jack OFarrell 《Action Learning: Research and Practice》2018,15(1):61-67
This account relates my experiences as facilitator of an action learning set on a DBA cohort comprising international students and myself. It outlines the reasons for my selection as facilitator and describes my initial expectations and assumptions of action learning. I chart the difficulty in separating the ‘what’ of my own research from the ‘how/why’ of the action learning set. The account discusses my experiences as a new facilitator and my attempts to engage fellow students in the set in order to gain a collective benefit. I reflect on the challenges encountered in progressing the action learning set caused by a lack of common understanding within the set of the expectations and potential benefits of an action learning approach, and also the feasibility of maintaining a successful action learning set separated by geography, time zones, and language. The account also discusses the practical, technology-supported approaches to facilitating the action learning set. 相似文献
9.
Richard Hale 《Action Learning: Research and Practice》2013,10(2):178-187
This article provides a reflective account of the author's experience over the past 12 years of introducing a structured approach to accredited action learning to corporate organisations. The generic Action Learning Question method is outlined and specific examples of programmes in the financial services/banking and education sector are described. Included is an example of how Action Learning Facilitators have been developed. It is proposed that this approach has a place in supporting leadership development in a period of great uncertainty and change. 相似文献
10.
This account of practice shares the findings of an evaluation into the impact of a facilitator development programme on participants' knowledge, skills and subsequent practice. The Centre for Action Learning Facilitation was established to develop action learning set advisors and has been working with Skills for Care over the last two years to develop an internal capacity in social work departments to use action learning primarily to support newly qualified staff. 相似文献
11.
Gary Shepherd 《Action Learning: Research and Practice》2016,13(3):252-262
This account of practice describes how a manufacturing company in the North of England transformed their approach to problem-solving and action through the use of a Critical Reflection Action Learning (CRAL) methodology. The company, who had been in business for over 25 years, experienced problems due to a diminishing customer base and substantial changes in customers’ buying behaviour. The account presented here is based on a 12-session CRAL project I carried out as part of my Ph.D. Research at the University of Hull Business School [Shepherd, G. 2011. “An Inductive Exploration of Group Learning and Knowledge Generation through Group Reflection and Psychoanalysis.” PhD Thesis, University of Hull Business School]. This paper describes how the organisation changed the way in which they tackled complex, messy problems through the adoption of a CRAL technique using their own hand-drawn images as the focus for their individual, group and critical reflective efforts. As the action learning set improved their reflective practice, the group began to understand and untangle the complex links between the problems they were experiencing and the way in which the business environment had changed. The group completed the project with a more nuanced appreciation of the problems they experienced and developed their own unique problem-solving style, which mixed reflective questioning with emotional honesty. 相似文献
12.
Jinshuai Wang 《Action Learning: Research and Practice》2016,13(2):176-183
This paper describes an action learning programme with China Unicom Broadband Limited (CUBO) to support its vision of transforming to become a world-leading broadband communications and information service provider. 64 Department directors and supervisors were invited to take part in the ‘China Unicom Broadband Online Phoenix Action Learning Leadership Development Program’ which spanned a period of 8 months. This account illustrates the steps that were taken to implement an action learning programme to assist CUBO and its leaders with transforming their company, and provides a summary of the learning: as an accoucheur, set adviser and facilitator of organisational learning. 相似文献
13.
Following on from the article ‘Building Capacity in Social Care: An Evaluation of a National Programme of Action Learning Facilitator Development’ (Abbott, C., L. Burtney, and C. Wall. 2013. Action Learning: Research & Practice 10 (2): 168–177), this article describes how action learning is being introduced in Cornwall Council, UK and explores the relationship between social work and action learning in practice. In essence social work needs to perform well and achieve positive outcomes for users of its services. Cornwall Council's Children's Social Work and Psychology Services is introducing action learning for professionals as a new approach to practice. 相似文献
14.
Annie Yeadon-Lee 《Action Learning: Research and Practice》2015,12(3):261-275
Action learning (AL) is often viewed as a process that facilitates professional learning through the creation of a positive psychological climate [Marquardt, M. J. 2000. “Action Learning and Leadership.” The Learning Organisation 7 (5): 233–240; Schein, E. H. 1979. “Personal Change Through Interpersonal Relationships.” In Essays in Interpersonal Dynamics, edited by W. Bennis, J. Van Maanen, E. H. Schein, and F. I. Steele, 129–162]. A psychological climate that fosters an environment in which learning set members feel psychologically safe enough to reflect upon both the successes and the failures in their professional life, without any form of repercussion. However, there has been little attention given to the ways that that psychological climate develops, and the differing facets that create that climate. In response to such deficit, this paper reports the outcomes of interviews with 11 managers, all of whom are former AL set (ALS) members, on their experiences of ALS membership. Drawing upon an interpretivist philosophy, the paper explores the key themes that emerged from the analysis of those interviews. The analysis serves to illustrate the differing facets that collectively contribute to the creation of a positive psychological climate that is conducive for learning. The analysis points to the relative importance of such facets as trust, honesty, vulnerability, reciprocity, confidentiality and personal disclosure, all of which have the capacity to lead to a positive psychological climate in ALSs. This paper is useful for developing an understanding of the differing facets in ALSs that create a psychological climate conducive for learning. As such, it has utility for AL facilitators, set members, academics and educational consultants. 相似文献
15.
The phenomenal growth of management education in the last two decades has been accompanied by much controversy. Critics consider that business schools tend to concentrate on theory and on quantitative analysis, while neglecting interpersonal relationships and qualitative thinking. It is often stated that management education should be experience-based, active, problem oriented and modified by feedback. The extent to which Action Learning meets these criteria is discussed in this paper. The difference between Action Learning and other types of management education is stressed.Attention is drawn to Action Learning programmes that have been conducted in Belgium, in the United Kingdom and in Australia.Various difficulties that may be encountered in introducing Action Learning to management schools are described and some strategies for overcoming these difficulties are suggested.The paper mentions problems connected with evaluating Action Learning programmes and suggests that Action Learning may be useful in management education. 相似文献
16.
Richard Hale Carolyn Norgate James Traeger 《Action Learning: Research and Practice》2018,15(2):154-167
The authors review the Organisational Development and Design (OD&D) capability building programmes they have facilitated in the UK Civil Service and consider the learning and impact which they have had at an individual and organisational level. These programmes have been delivered to over 350 professional civil servants across a broad range of business functions, ministries, departments and agencies. This paper builds on the article published in this journal entitled ‘Nurturing the H in HR’ (Hale, R. and Saville, M. 2014. “Nurturing the H in HR: Using Action Learning to Build Organisation Development Capability in the UK Civil Service.” Action Learning: Research and Practice 11 (3): 333–351) which explained the early stages of programme roll out. Data to inform these findings has been drawn from a desk based review of the postgraduate level accredited papers written by participants as an integral requirement of the programme and an impact review exercise which used a storytelling approach in order to understand and interpret real accounts of practice. It can be seen how combining the Action Learning Question methodology with a humanistic approach to organisation development has made a significant cultural contribution beyond individual learning and this is impacting the wider system of a complex and dynamic government organisation that has faced, and most likely will continue to face, unprecedented and unpredictable political, social and economic change. 相似文献
17.
课堂学习研究是一种校本行动研究,主要由同科同级的教师针对学生的学习难点,以变易理论为指导设计教学方案,并由不同教师轮流施教、检讨教学成效并提出改善方案。课堂学习研究不但有助于教师的专业发展和提升,而且还利于推动校本课程的开发,包括加深教师对学生学习情况的了解,对现有教学内容和教材进行客观验证和有效调整以及激励教师开发和尝试新的教学方法和策略。 相似文献
18.
Sam Kong San 《Action Learning: Research and Practice》2006,3(1):97-105
Information Technology brings about rapid changes in working environment, quickly rendering skills and knowledge gained in formal learning institutions obsolete. Even as they prepare students for their first career, institutions also need to equip students with skills necessary for lifelong learning. The Nanyang Technological University (NTU), Singapore has accordingly structured its curricula into Academic Studies and General Studies where the former focuses on core subjects (broad based knowledge-specific studies), and the latter on general knowledge (multi-disciplines catering to various interests for lifelong benefits). A 12-week course, ‘Introduction to Tao for Effective Action Learning’ which focuses on learning processes was developed and has been taught by the author, for undergraduates at NTU since July 2001. The course materials were derived from the author's Ph.D. thesis ‘The Tao of Action Learning’ (Sam, 2000). This paper explains the nature of the action learning programme at NTU and includes one account from participant students. 相似文献
19.
Yavuz Akp&#x;nar 《Performance Improvement》2007,46(10):32-39
Learning objects are a new form of learning resource, and the design of these digital environments has many facets. To investigate senior instructional design students' use of reflection tools in designing learning objects, a series of studies was conducted using the Reflective Action Instructional Design and Learning Object Review Instrument tools. Analysis revealed that most participants found the reflection questions useful in design but also that intensive use of the tools is needed to free learning object design from the personal learning traits of the designers. 相似文献
20.
欧盟《丹麦成人学习行动计划》是欧盟委员会于2011年3月发表的一份研究报告,提出了关于成人学习的五项优先行动计划,要求确保已有成人教育改革的成效,提高人员配备和质量保障管理,提升成人教育水平,加速评估和认证弱势群体非正规和非正式学习的成果,以及提高对成人学习的监督,旨在应对金融危机和全球化给丹麦带来的巨大竞争压力,专门针对成人开展、提高其就业能力及提升其生活品质的行动计划。 相似文献