As company leaders, HR directors, consultants and entrepreneurs continue to look for better results from their training efforts, action-learning programs consistently deliver a higher level of satisfaction. One step further from case studies and experiential learning simulations, this process provides an opportunity to deliver lasting impact. The proven benefits that it provides are well worth the efforts required for implementation.

Action learning is a pragmatic approach to accelerate leadership development. It started as an approach to translate classroom learning into practical skills. After the introduction of new ideas and tools, participants would be challenged, individually or in teams, to apply the new learning to realistic situations. In this way, it was possible to bridge the chasm between theory and practice, increase the retention of new concepts, and help organizations increase their return on training investments.

Over the years, the methods of delivery have become more specific, structured, and impactful. Through high customization and better design, this method of training has gained popularity and credibility. Increasingly, corporations partner with outside consulting firms to co-develop and co-deliver a highly effective process with tangible impact.

 The core of effective action learning involves investigating real and current issues: a strategic effort, a competitor threat, a product opportunity, a process, or a company problem. It provides a stage on which to analyze behaviors, gauge the complexity of the company environment, and create solid working relationships between participants.

Expected benefits for participants:

• Increased understanding of the global strategy

• Expanded network of supportive relationships

• Exposure to key stakeholders and executives

• Higher skills acquisition and retention

• Immediate applications to the workplace

• Elaboration of personal development plans

• Increased level of self-knowledge, thanks to an intense, robust feedback process

• Higher understanding of individual and team high-performance dynamics.

Extrapolating the results:

Draw tangible links to what it means for the leaders and the corporate environment. Some of the learning outcomes observed are:

• Real, lasting learning from real consequences

• More serious and sustained engagement by participants

• Deeper understanding of shared leadership and mutual accountability

• New working relationships throughout the company.

• Understanding the human dimension at a deeper level

• Enhanced capacity to drive transversal collaboration

• Refinement of your own management style and mitigation of its risks

• Immediate application of proposed concepts to today’s needs.

To read more about how to design an effective action-learn program, please download the following article: Creating Highly Effective Action-Learning Programs