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Action Learning Solves Major Problems in
with a few basic ideas that touch a powerful nerve
than with subtle and complex ideas that do not ..."
-- John Morris, Action Learning writer,
in "Action Learning in Practice"
The above problems continue to persist because of our own myths about training and development. When people struggle to accept the simple power of Action Learning, it's often because of some or all of the following myths.
Myth #1: Training is more powerful if it's packed with materials.
Wrong! How many of us have brought home numerous, glossy books and binders from training sessions, only to leave them untouched on our shelves?
Myth #2: Training is more powerful
if it's based on the latest "innovations".
Wrong! Too often, the latest innovation is just "old wine in new skins". The real truths from which we learn in life have been around forever.
Myth #3: Training is more powerful if it's more complex!
Wrong! Quite often, people struggle because they can't consistently apply the basics, not because they don't understand, for example, "bifurcations in chaos theory"!
Myth #4: Training is more powerful if it's from the mouths of gurus!
Wrong! People working in the day-to-day realities of organizations can have at least as much wisdom as educators, researchers and writers.
Myth #5: Training is more powerful if it's more expensive!
Wrong! Too often, we mistakenly equate high prices with high quality. This is the myth of "executive-level" pricing.
and not only may he be ours, he may be us.""
-- Pogo in "Pogo Papers"
Issue #1: We prefer our models to be novel, complex and from the latest guru.
Too often, we assume that models (for example, in leadership, coaching and training) are truly powerful only if the models seem novel, complex and conveyed by the latest guru. Instead, natural and real development comes from natural and real practices in life. True development comes from this 'simplicity on the other side of complexity'. Authenticity Consulting always keep focus on this simplicity which is accessible to us all.
Issue #2: In our fascination with the complex, we forget the critical basics.
If we leaders and practitioners are to help accomplish what we envision for the world, then we'd better focus a lot more on the real 20% that generates 80% of the results -- and we'd better focus on making that 20% a lot more accessible to a lot more people.
Perhaps, rather than trying to improve development by creating yet more slogans and models, we should leverage more learning by a) ensuring learners have mastered the 20% that generates 80% of results, b) helping learners to really learn from each other, and c) helping learners to be more accountable to actually apply new information and materials from training and development. Authenticity Consulting always keeps focus on these three goals.
Issue #3: We're stuck on the same old formats (for example, one-shot training and one-on-one coaching sessions).
We practitioners assert that our learners really must do more to think out-of-the-box. Yet we practitioners use primarily the same limited approaches, such as one-shot training and one-on-one coaching sessions.
Research indicates that adults learn best when they continue to apply new learning to current challenges and exchange ongoing feedback with others. Are these practices supported by one-shot training and one-on-one coaching sessions? No.
The major obstacle here is the practitioner, not the learner.
Action Learning Breaks Through These Problems!
To see how Action Learning addresses these problems, myths and issues, go to