Given the current and growing interest in team coaching among a wide
range of organizations, it will be increasingly important to highlight action
learning as a systemic team coaching approach, in addition to its value as
a group coaching and problem-solving methodology. While there are
many flavors of Action Learning, the single-problem approach developed
by Prof. Marquardt can be regarded as an effective approach to systemic
team coaching. It shares the enabling conditions that support effective
team coaching as well as Peter Hawkins’ five disciplines that are essential
to the success of a sustainable and value-creating team.
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Given the current and growing interest in team coaching among a wide
range of organizations, it will be increasingly important to highlight action
learning as a systemic team coaching approach, in addition to its value as
a group coaching and problem-solving methodology. While there are
many flavors of Action Learning, the single-problem approach developed
by Prof. Marquardt can be regarded as an effective approach to systemic
team coaching. It shares the enabling conditions that support effective
team coaching as well as Peter Hawkins’ five disciplines that are essential
to the success of a sustainable and value-creating team.
Read More
The human mind learns in different ways: reading, listening, seeing, debating the
subject… all this contributes to the acquisition of knowledge. And when we practice
something, then we perpetuate the learning cycle. In the corporate world, we call this
practice Action Learning, did you know?
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In the aftermath of George Floyd’s murder in 2020 and the ongoing crises and
challenges that New Yorkers were experiencing during and after the global pandemic,
our frontline library staff were feeling very unsafe, unsupported and confused about
policing in the United States in general, in our city, New York, and also in our 92
neighborhood libraries.
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![](https://wial.org/wp-content/uploads/action_of_the_brave.jpg")
It begins with a simple conversation between action-learning coach Hou Shaohua and his friend Zhao Shuping that explains what action learning is all about.However, after a serious discussion in April 2021 ,they realise that action learning may help Generation Z,young people borning after 1995,out of the confusion of life and work as it does in other areas.
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![](https://wial.org/wp-content/uploads/community_of_impact.jpg")
Eight Coaches from Thailand have gotten to know each other while pursuing the
journey to become Certified Action Learning Coaches with Ms. Peerawan, a Senior
Action Learning Coach. Our relationship grew rapidly through the Action Learning
process. The group met online frequently to help each other until all members
became successfully certified in August 2021.
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It’s about shifting or changing the basic underlying assumptions. I recently reread Edgar Schein’s seminal book “Organizational Culture and Leadership”1. Schein identifies culture as “a pattern of shared basic assumptions learned by a group as it solved its problems of external adaptation and internal integration, which has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems”.
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FedEx Freight Action Learning is a 90-day intensive developmental experience that brings leaders together from across FedEx Freight to produce revolutionary solutions to real organizational problems focused on generating revenue or saving/avoiding costs.
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![](https://wial.org/wp-content/uploads/ACTION-LEARNING-FOR-GROWING-BUSINESSES.png")
This is the first time Action Learning was used as a tool for a succession planning project in an organization. One’s experience as a senior executive coach with more than 1,000 coaching hours is a good basis for becoming an Action Learning Coach. In addition, having worked in the Human Resource Development Department and Organization Development in a large organization for 20 years, and combining both one-on-one and team coaching with Action Learning in the whole development process are very beneficial for this successor development program.
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Leaders and managers are faced with competing objectives trying to satisfy all stakeholders. They need to innovate and prepare for the future and at the same time ensure this week’s performance is better than last week’s. They need to recruit talent and make sure it grows and thrives, but also retain existing talent and motivate teams. They need to handle unprecedented crises effectively and at the same time deliver on the top and bottom line, and pretty much everything in between.
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![](https://wial.org/wp-content/uploads/How-Enterprisewide-Leadership-Coaching-Benefits-Organizational-ROI-1-300x200.png")
An organization is only as effective as its leaders. The Washington Post reported that 4.3 million people left their jobs in January of 2022. At the same time, hiring the right talent is competitive, so it’s important to create a sense of attraction that brings people to you and helps them want to stay in the organization. A 2022 LinkedIn Global Talents report found that professional development is a key driver in retention, and a December
2021 Gallup article opined leadership development as a critical part of helping organizations thrive.
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![](https://wial.org/wp-content/uploads/Action-Learning-and-Personal-Leadership-2-300x200.jpg")
Ignore the basics at your peril!
My purpose in writing this paper is to share with coaches the absolutely critical first
steps that must be followed in establishing a successful coaching business. Not
addressing these essential basics practically guarantees failure, as many potentially
great coaches have unfortunately experienced.
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If there’s anything a WIAL Action Learning coach remembers from their certification program, it is the power of WIAL’s Ground Rule #1: Statements can only be made in response to questions (and anyone can ask a question to anyone else). This ground rule is what makes WIAL Action Learning so powerful, and so different from other forms of Action Learning.
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It started as just a simple demonstration of what action learning is all about. But after the session, clarity, and certainty for a full-blown mission that could potentially help improve the lives of many Ukrainian mothers and children refugees started.
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“The first time I witnessed someone facilitating an action learning session, I felt this is what I really want to do. What I saw was everything that I believe in—people talking
about different difficult things, people asking questions, people seeing each other as equal,” she said. And so, from a human resources consultant, traveling around the world and helping companies and their people, she has set into a new career path—one that has re-ignited her passion for people development and led her to a fulfilling venture more than anything else.
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Old habits are hard to break. Close to two decades after the Philippine Department of Education implemented the School-Based Management (SBM) policy, schools were still struggling to unlearn decades worth of habits and ways of working that resulted from a centralized system.
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