A brief overview on the Action Learning Construct. Prepared for my MA program in Industrial Psychology at the Chicago School of Professional Psychology.

1. Action Learning
“Knowing is not enough; we must apply.
Willing is not enough; we must do.” - Goethe
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2. What is action learning?
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3. Core Tenets
Training, learning and problem-solving - based on
real work issues!
Individual emotional, intellectual and
physical development
Higher performance through teamwork and
camaraderie
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4. The concept emerges
-Witnessed students discussing problems
-Collaborative and reflective approach
-Supportive colleagues
-Breakthroughs based on deep questioning
Professor Reg Revans
-Cross-disciplinary skill sets
-Brings concept to Welsh coal mines
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5. Necessary Components
-Shared problem
-Group of 4-8 people
-Dynamic that supports learning
-Skilled facilitator
-Ability to implement ideas
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6. Necessary Attitudes
-Willingness to listen
-Desire to reflect
-Non dogmatic approach
-Desire to execute
-Team orientation
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7. I think this is
great! Let’s apply it to
our next corporate
meeting... Maybe call
it a “work out”...
The Action Learning Cycle
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8. Potential Benefits...
On the job learning
Leadership development
Holistic rather than reductionist thinking
Increased teamwork and group commitment
Fostering of a work culture that can
adapt to changes in the external environment
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9. Possible obstacles?
-Reflection viewed as a luxury
-Conflicting personalities
-Competing agendas (resource conflict)
-Lack of cultural fit
-Learning not an organizational priority
-Hierarchical roadblocks
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10. Potential Areas of
Research
-Employee engagement & satisfaction
-Performance benchmarking - more
business innovation?
I think I just
saw an
innovation!
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11. “Action will remove the doubt that
theory cannot solve.” - Pehyl Hsieh
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12. Thank you and...
Happy learning!
Marcus LaTour
I’d welcome correspondence at:
marcus_io_psychologist@yahoo.com
The Chicago School of Professional Psychology