I am looking at broadening the scope of our training options, particularly at middle management level (Production Managers). We already run accredited programmes for potential and actual Team Leaders, and due to the lack of time available for Production Managers to undertake personal development, Action Learning sounds like an appropriate solution. Unfortunately I am not too familiar with it's technicalities and wonder if anyone has experieneces they would like to share, or any literiture they found helpful that could assist me.
Many thanks
Iain Wilson
T&D Officer
Bernard matthews Foods Ltd
Iain Wilson
4 Responses
Action Learning info
We have some (limited but positive!) experience of Action Learning as part of a management development programme. If you would like to hear our story so far, then please give me a call on 01226 704228.
For the technicalities, I am sure that a search on ‘Action Learning’ will provide all the info you need.
Clearworth
You may wish to speak to TrainingZone Partner, Clearworth (access via the Partner Pages area).
They use action learning accredited by the CPD Business School…very comprehensive management and leadership development programmes, backed up by the robust and accredited use of action learning.
Action Learning
It seems that more and more of the business schools are also making the switch to Action learning, we work with IMD, Insead and IESE and all are starting to develop action learning related programmes.
I have some positive and negative experiences but am still a fan. I have used action learning with team leaders in food production businss with some success. The trick seems to be in scoping the project/ issue/ problem that the learning surrounds and ensuring there is some focus onto learning as well as problem solving.
Drop me line if you want to know more.
Mark
Action Learning – Experience
I have undertaken a Diploma in Action Learning and part completed an MPhil at the Revans Centre for Action Learning at Salford University. I also successfully piloted an action learning set for senior managers in the NHS. The managers who participated evaluated it very positively but admitted it took time to get their head around L=P+Q. The key for me was having an experienced facilitator to set the set running and then gradually withdraw as the set becomes self managing. I have to admit that my agenda was to eventually get the managers to become set facilitators and thus extend the action learning throughout the organisation.If you would like to get in touch I would be happy to talk things over with you informally
Regards
Terry Gregory
CCG Consultancy