It was the best of times…it was the worst of times.  We pushed boundaries, limits, and possibilities. Veni, Vidi, Vici! Group Coaching Participant Most of us can’t forget entirely about our jobs when we open the door to our home … Continue reading →

PART 1—Welcome and Introductions (1 hour) The Sponsor, Project Manager, and Facilitators introduce themselves, their roles, and the reasons for implementing Action Learning in support of the organization’s strategic goals. The Sponsor may address specifically the short- and mid-term goals … Continue reading →

Our main objective was personal development, and thanks to everyone’s feedback and support, I came away with more than I ever expected. –Group Coaching Participant We humans learn continuously: our survival, evolution, and success require it. Throughout our lives, we … Continue reading →

The unexamined life is not worth living – Socrates Self-development is the hallmark of Action Learning—a journey rich in challenging new encounters and events. Keeping a journal helps participants draw together the threads of their experience by connecting their recorded … Continue reading →

Group Coaching is a rewarding, exciting (and sometimes difficult) endeavor. Yet, the personal and professional benefits accruing from this process are great—even transformational. For example, set members often experience a shift from dependence on their usual expertise, assumptions, and knowledge … Continue reading →

Who among us would not benefit by engaging in a learning conversation, artfully and skillfully led by a competent and caring facilitator who teaches us how to draw on the collective knowledge of engaged and trusted colleagues? In a nutshell, … Continue reading →

Transformational change programs (such as Action Learning projects) achieve their intended results with the clear, active, and steadfast sponsorship of a senior manager and the attentive planning skills of a project manager. Both roles require organizational influence, strategy, and belief … Continue reading →

Group Coaching differs substantially from traditional training methods. Training offers content: Action Learning builds new solutions and insights. In the words of an experienced practitioner, Work-based learning…differs from conventional education in that it involves conscious reflection on actual experience…one constantly … Continue reading →

In addition to bringing group members relevant new knowledge and a variety of important peer support skills, group coaching improves peoples’ ability to learn. Group coaching benefits organizations by stimulating constructive change and an entrepreneurial outlook: Encourages the development and … Continue reading →

Did you ever learn how to learn? That is, do you know how to acquire the knowledge, skill, and mindset necessary to understand and adapt to whatever situation you encounter? Action Learning excels as a catalyst that drives individuals, groups, … Continue reading →