Action Learning
The degree to which Learning & Development activities impact on the 'bottom-line' performance of the business is not just related to the amount of L&D activity but, more importantly, how L&D activity is organised. We believe that the Business Plan should be central in directing L&D resources and budgets. By linking business plans to L&D activity it is then possible to specify particular actions or behaviours. These actions or behaviours can then become the outcomes for any training event. This is a simple way to commence the process of action learning. It is much better to use this approach to active learning rather than commit resources to it purely as an act of faith.
Action Learning is....
Email philip@philipatkinson.com
Action Learning is....
- Learning by pursuing outcomes and is geared towards getting the relationship focused on acting and doing rather than just thinking
- Focused on development activities that require more than a knowledge input and geared towards mastering specific behaviours and skills
- Directly link to business metrics that will lead to improved performance
- Focusing on 'experiential learning' to encourage the learner taking responsibility for their own development
Email philip@philipatkinson.com
