Action learning sets

Action learning supports learning with and from peers in management or leadership. A ‘set’ is a peer group engaged in dialog, reflection and action.

Action learning is a non-traditional, group-oriented, problem-based approach to learning. It is not a new idea, but a well-tried way of accelerating people’s learning so that they can handle complex situations more effectively. Action learning not only focuses participants mental energy on accomplishing important projects, but also provides a leadership development space where people practice thinking critically, integrate their own work with a broader programme and achieve measurable impacts.

Email osdscourses@st-andrews.ac.uk to note your interest in becoming part of a set. Invitations will be offered once the allocation of participants has been completed.

Contents

Action learning set details

  • Action learning set creates conditions where competent non-experts come together to solve problems in such a way that everyone learns explicitly from the experience.

  • Action learning set focuses on real problems rather than hypothetical

  • It offers reflection time.

  • It allows the holder of a problem distance to view the problem from other perspectives.

  • It breaks you from the pattern of coming up with the same solutions to your problem that you have already considered or tried and have failed.

  • It is suspending disbelief and thinking differently.

When is action learning useful?

  • When facing complex wicked / major challenges.

  • When there is no obvious solution.

  • When there are multiple options, but no one agrees on the way forward.

  • When you are faced with a new situation with no experience to fall on.

  • When conditions are unstable, changing or unpredictable.

  • When senior managers are willing to be open to experimentation.

  • When a job or role is changing.

  • When people are willing to take a risk and take action.

Action learning set conditions

  • The size of set must be between 6 and 8 people.

  • A set must be made of comparable levels of responsibility.

  • No one should be line managed by another member of their set.

  • There should not be 2 people from the same team in a set.

  • Good friends should not be in the same set (you’ve probably talked over your wicked issue with them already and know what they can offer you as a solution).

  • A set must keep the same people for the duration of the programme.

  • A set must meet a minimum of once a month for 3.5 hours each.

  • A set meeting is tightly structured and follows a strict process that the facilitator will lead.

  • Behaviour of set members should be non-judgemental, confidential, and trustworthy.

  • The set will ensure everyone has equal airtime, challenge to fixed thinking and a safe space to freely discuss solutions to their problems.

What you need to bring to a set.

Your commitment to attend every meeting.

You will need to bring a challenge you are facing to the set. Ideally your challenge will be…

Complex, a “wicked” problem

Action learning is best for tackling complex, unique, ambiguous challenges that are in the messy “swamp” of reality, rather than on the “high ground” where problems and solutions are known and clear-cut. In other words, you want an adaptive challenge rather than a technical challenge. Work on something that can be improved—but not necessarily resolved. 

Meaningful to you personally

It should be something that matters to you and that you are committed to making progress on. Choose to work where you have personal energy to work.

Meaningful to the University/team

Your challenge should be aligned with your responsibilities and what the University/team expects and wants of you, so that you can work hard on it without feeling “off-task.” Choose to work where you need to work for the group.

Actionable within the time frame

The challenge should be something you can act on during the next three months. Don’t expect to resolve a problem, but you should be able to cycle through the three steps: learn, act, reflect.

Something you are accountable for

Your challenge should be something you can control. You should own the work and the outcome.

Help identify your challenge (Word, 32 KB)

Testimonials from St Andrews manager programme

“I particularly valued the action learning set activity. It proved to be tremendously useful for everyone in my set in just 1 short session. We need more trustworthy soundboards. Managers tend to be very isolated and having a group of people to troubleshoot with you is extremely valuable.”

“The action learning sets are something that I think could be of benefit to managers. It would be nice to see something like this made available moving forward.”

“Action learning sets – really gave a practical application as to how problems can be approached. “

“Action learning sets was very useful, would love a more in-depth programme on this. Having that space to speak with people independent of your department was very helpful.”

“Action learning sets was excellent; I would be very happy to participate in this if something more form was established.”

“I loved the action learning sets and think it would be something I would like to participate in in the future.”