Using Coaching…to facilitate Action Learning Sets
At its simplest, Action Learning is many to one coaching. If you work with people who want to reflect and take action, Action Learning is an efficient and supportive way to do that. It is a useful tool to develop listening and questioning skills in others.
Learning how to facilitate Action Learning sets will enable you to start sets in your workplace or the organisations where you work.
Our one day course provides an excellent introduction for those new to Action Learning and development for those with some experience. We run it as a set (maximum 6 people). Some participants will have done some coaching skills training with 3D or another provider. Others will be completely new to Action Learning. This mixture of experience replicates what you will experience when you start a set yourself.
This training is delivered in a variety of organisations across the country. Three times a year we run an open programme. The next one is in London (Knightsbridge):
If you work in or mainly with
“Absolutely fabulous course – the approach of the facilitator, pace, responsiveness and depth of knowledge provided were more than I expected. It seemed to be pitched just right for our group. Instead of saying “we will be covering that later” she actually answered many of the questions straight away! The content, format and feedback was very useful. The pre-course information was helpful and linked well to the session. Since most of us were coaches, there was less need to focus on some fundamentals such as questions.” Director, NHS
““This training provides comprehensive insight and practical skills in the use of Action Learning. I highly recommend this course to anyone interested in using coaching approaches in training and development work. It sets the use of Action Learning in a clear context and clarifies where its uses are likely to be most beneficial.” Dr Nick Shepherd, Assistant Director of Discipleship and Ministry – Diocese of Southwark
If you want to really add value to the work that you do as a Facilitator, we recommend that you consider some kind of external supervision. As you develop your skills and your understanding of contexts, your set members will grow and that will affect the performance of your organisation.