Action Learning Sets

A programme to help strengthen leadership within homelessness agencies in London

Following a very successful evaluation of its 2004/05 pilot programme of Action Learning Sets for homelessness organisations in London, the programme was extended into 2005/06 and continues this year (2006/07).

The following sets are running in 2006/07:

• HR managers
• Heads of small agencies
• IT managers
• a 'mixed' set, of people with a range of interests

We are currently investigating the possibility of establishing two further sets:

• Former clients employed within homelessness agencies
• an evening set for Trustees.

Unfortunately there is no space for any further sets within the budget for 2006/07, but we would like to hear from you if you are interested in future possibilities: email Don Wood.

In the 2005/06 programme we continued some of the sets started in 2004/5, amalgamating and extending some and establishing one completely new set. Those operating during the year were for:

• HR managers
• Heads of small agencies
• Senior management team members
• IT managers
• a 'mixed' set, of people with a range of interests

What is action learning?

Action learning involves a small group of peers meeting regularly to discuss their challenges and develop solutions.

The aims of the programme are to:

• support existing and emerging leaders in the sector
• develop new, structured opportunities for shared learning
• encourage closer working and co-operation between service providers
• enable managers to work together with peers to share knowledge, reflect on their actions and devise better ways of making an impact on homelessness in London
• provide an opportunity for trustees and committee members from different agencies to meet and learn from each other.

Introduction to Action Learning
In action learning, small groups meet for an agreed number of days in order to examine their work situation, with a view to solving problems and implementing change.

The group becomes an action learning set where each member presents their major challenges and dilemmas to the rest of the group. They then work together to resolve those challenges as live case studies. A facilitator supports participants in the process.

The participants develop coaching skills that require them to ask open questions and enable the individual presenter to identify their own solutions.

As trust develops between the set members, they also offer each other constructive feedback and the presenter has the opportunity to be both supported and challenged by peers who have no vested interest in the outcome of any particular situation.

What actually happens?
The group (normally 8 people) will meet regularly for a contracted number of meetings – usually five whole-day meetings – over a period of approximately twelve months. They will work with an external facilitator who will act as a catalyst and co-ordinator. Whilst the operation of a set will be up to the participants to agree, the normal procedure is that at each meeting:

• every set member reports briefly on what has been happening to them
• set members decide between them who is going to present a particular situation that they currently face
• the presenter describes their situation/problem/challenge
• the set members ask questions designed to assist the presenter come to a deeper understanding
• the set assists the presenter to review options and decide on action
• the set reviews the group process and gives feedback to each other on what has taken place
• at a future set meeting the presenter reports on action taken.

There is a strict code of confidentiality within the set – everyone respecting the confidences of other members and being willing to be open and honest in return.

Action Sets that were set up during 2004 are listed here

More on Action Learning Sets

• About the Pilot Programme
• Responsibilities of Participants
• The Cost
• Applying to Participate
• FAQs

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