We have found that a really cost efficient way of stretching your learning and development budget in these austere times is to get your people working in facilitated groups targeting problem solving. Small cross functional groups of up to six members meet regularly (monthly or every six weeks) and, with the help of a coaching psychologist, work on urgent and important problems that each member can bring to the group. This technique rests on a principle called Action Learning which was designed specifically to help develop managers1. We have found it particularly helpful as it encourages group members to learn with and from each other. The coach focuses the group on using learning to support action, allowing each group member to listen, analyse and generate alternative solutions. These groups can really help to change behaviours and improve manager/team relations while yielding the added benefit of forming strong peer networks across the organisation2.
References
1 Revans, R. (1982). What is Action Learning? Journal of Management Development 1,3, 64-75 .
2 Lee, T.B. (2005). A case study of an action learning program with regard to leadership behaviors and characteristics. Unpublished dissertation, George Washington University.
Further Reading
Marquardt, M. (2004). Optimizing the Power of Action Learning. Davies-Black: USA.
