We only begin to learn when we become aware of -admit to- our own ignorance and are prepared to do something about it. (Revans)


Action Learning is a process supported by a belief in the potential of every individual.  It encourages people to learn from their actions, from what happens to them and around them, and by taking the time to ask questions, understand and reflect, in order to gain insights, which will influence how they act in the future.

This process involves a group of individuals who meets regularly and who will assist one another in this process of reflection and learning.  Participants in Action Learning group (often called Set) will focus their discussions on real-life issues or problems they are facing, and through a process of questioning will assist one another in gaining new insights into their own learning. 

Action Learning involves working on real problems, focusing on learning and actually implementing solutions.  It is a form of learning by doing.

The process hinges on the use of insightful, powerful and challenging questions that open the mind.  The purpose is not to find answers but to help someone go deeper and to understand why they do certain things and avoid others, to test their beliefs and assumptions.

Action Learning is based on the concept pioneered by Professor Reg Revans, which stipulates that:

Learning requires "Programmed knowledge" (i.e. knowledge acquired from experts through theories, books and courses) and Questioning insight leading to Reflection.
L = P + Q + R

A Working Definition

Action Learning is a continuous process of doing, reflecting/learning, and planning, where individuals learn with the support of colleagues and with the intention of getting things done. Individuals become purposeful learners and are equipped to handle change more effectively. Action Learning is a philosophy, a psychological and a social process. (Diane Houle-Rutherford, 2001)

Action Learning programs provide the essential time and space needed to stand back, reflect and learn.

Our Services

Normally we recommend that such a process be associated within the context of a Leadership development initiative.

After a meeting with the client to determine the context and need for this type of intervention, a formal proposal is provided outlining the requirements and the associated cost.