There can be no action without learning and no learning without action

Rather than attending conferences or group training sessions, studies and research have long proven that the most effective tool for developing key leadership skills is “Action Learning”.


What is group based “Action Learning”?

Action Learning is a process whereby participants work and learn simultaneously by tackling real issues with real consequences. The learners develop competence through action and practical examples, rather than through classical educational methods.

In order to ensure that Action Learning is effective, a team of learners is needed to examine and understand the issue (and above all the “real” problem), identify potential solutions and actions to be undertaken, and finally to reflect on and exchange ideas about the learning process.

This is closely linked to experiential learning and to the creative problem-solving process proposed by Osborne and Parnes.

Action Learning is the ideal tool to develop managers and leaders as it helps them hone critical skills and competencies required to define problems and propose solutions that best meet organizational needs while respecting organisational constraints.


The project at the heart of 70:20:10 learning

70% of our training programs are action-oriented, in addition to 10% of theorical inputs and to 20% of feedback.”

mise en pratique individuelle sur le terrainmise en pratique individuelle sur le terrain

A well-balanced value proposition

The more strategic the project, the greater the immediate value added by the Action Learning project to the participant and the organisation. But it is essential to remind participants and sponsors of the importance of both the organisational and individual value being created through the project.

The groups can easily find themselves in a situation where they place too much importance on the deliverable for the organisation. In this type of situation, the participants run the risk of working towards their strengths and as a result make little progress with their individual development areas. There is progress on the work front, but to the detriment of the learning process.

Take time to underline the importance of individual learning. Participants should be held accountable for their learning.