Comprehensive, Practical Consultation

Leveraging the Power of Peers(sm)

Our Approach Depends on Preferred Outcomes and Applications

The approach that we take in our consultation depends very much on the outcomes and applications that you prefer. For example, our approach would be different between the following common applications of Action Learning.

• a free-standing Action Learning program to develop skills in continuous learning (skills in reflection and inquiry), listening and consultation
• a leadership, management or employee development program to ensure ongoing authentic participation, support and accountability among participants
• a peer coaching program to quickly expand personal and professional coaching in a low-cost fashion across the organization
• means to deepen and enrich one-shot training programs
• means to ensure ongoing authentic participation, support and accountability in a large organization development project
• means to solve complex problems by reframing the problems and taking ongoing actions toward resolution of the problems
• means to ensure ongoing networking and support among executives and professionals

Initial, Quick, Practical Assessments

Regardless of the application and preferred outcomes, we always include certain assessments early on in the project.

1. Clarification of your preferred outcomes and applications.
The final design of an Action Learning program depends very much on the client's preferred outcomes and applications for the program.

2. Ensure sufficient commitment and values among key management personnel.
For example, some organizations won't commit to ongoing, regular meetings among participants, even if the meetings are only 2-3 hours long per month. Some organizations cannot let go of certain myths about training and development, for examples, myths that credible training must be one-shot, complex, expensive, novel and from the mouths of the latest gurus.

3. A quick, practical assessment of the client's resources.
For example, if their organization is small- to medium-sized, then the Action Learning programs should not include extensive time away from the participant's offices.

4. Are employees geographically dispersed?
If so, then perhaps telecommunications, or on-line Action Learning, should be used.

Design of the Program

Next, the Action Learning program is designed as a result of the quick assessments. Considerations in the design of the program are:

1. Will participants be from the same organization, departments and levels of responsibilities or different?
2. Will participants work on the same project or different projects?
3. Will participants work on projects with which they're familiar or unfamiliar?
4. Will participants join on a voluntary or mandatory basis?
5. How long will the program run?
6. Who will be in the groups?
7. How often will groups meet and for how long and where?
8. How will groups be facilitated?
9. How will groups capture learning?
10. What will be evaluated and how?
11. What training is required and by whom?
12. What should be communicated to whom and when?

Project Deliverables and Evaluation

We ensure continued evaluations and written reports regarding progress toward outcomes and achievement of any unanticipated outcomes as well. Outcomes might be defined as changes in knowledge, skills, attitudes or values, and performance. Performance is considered the progress of the employee, group or organization toward reaching specified goals. We ensure continued evaluations regarding at least the following aspects.

1. outcomes for the organization
2. outcomes for participants
3. quality of facilitation
4. quality of the process used in meetings.

Others can be added by the client, as well.

---

To return to Consultation

To return to What is Action Learning?

To return to Home Page