Our interactions with others around us play an essential part in every aspect of our life, including the way we learn and develop. Research has shown that 70% of adult learning occurs through experiential learning, 20% through social learning or interactions with others and 10% through formal learning processes [1]. Therefore, talking about our experiences, challenges and learnings with others can be a powerful way to grow and develop at work.

If you are wondering what is a simple yet powerful way to encourage group learning in your workplace, we would recommend Action Learning Sets.

Action Learning sets are constructed upon the idea that we learn most effectively when we address problems within a small group that creates an environment that is supportive yet challenging [2]. Combining our existing knowledge with insightful questioning by peers will help us to achieve highly effective learning. This is because we the ‘problem-holder’ often have all the knowledge and resources within us to solve the problem, however, they are hidden. Hence, when our peers ask questions, it helps us to uncover those hidden knowledge and resources. Having time for reflection is also an essential part of action learning sets. Both the ‘problem-holder’ and the other members of the group will have an opportunity to learn by reflecting on the challenge at hand.

So, what are the key benefits?

• Developing new ideas – The ‘problem holder’s approach and their perspective/ way of thinking are challenged and supported by other members of the group. Research has shown that this enables an opportunity for them to gain awareness of different styles and approaches that can be used to tackle work challenges more effectively [3].

• Creating a safe environment – the sessions offer a safe environment for individuals to discuss potentially sensitive issues that they might feel uncomfortable speaking to others about or seeking advice on.

• Building connections – Being in a stable group that meets regularly where you encourage and support each other, builds trust and creates strong relationships between individuals. This is particularly important considering the current hybrid work culture, where a lot of us regularly work from home and are therefore limited in terms of how and when we socialise and bond with colleagues.

• Creating an active learning culture – Through questioning and seeking new and better ways of doing things an active learning culture is created. Therefore, they are regularly used by learning organisations as they provide a structured way for skills to be continuously enhanced and transferred between individuals. We at Impact recognise the value the action learning set can bring to your development and further build on this concept using evidence-based research to create Support and Challenge Groups. In our Support and Challenge sessions, members take turns to bring their challenges to the group in a mutually supportive environment, whilst others play the role of coaches. Our trained and experienced facilitator is usually present to guide the session. This process promotes individual ownership of learning and self-development and a unique opportunity for individuals and teams to share knowledge, offer support, reflect, reconnect, and create change.

Participants from the Support and Challenge Groups we have facilitated in the past have described the experience as “empowering”, “supportive” and “positive.” They have also found that it “made a huge difference to the way the teams were managed on a day-to-day basis.” and “helped to increase confidence.” If you are interested in finding out more about how we can support you and your team, click here to talk to us.