Action Learning
Action Learning is a practical training approach where people learn by working together on real business problems. Instead of traditional classroom training, participants form small groups to solve actual workplace challenges while being guided by a coach. This method is popular in corporate training because it combines problem-solving, team development, and leadership growth all at once. Similar approaches include experiential learning or peer learning groups. Think of it as a "learn by doing" approach that helps employees develop skills while actually fixing company issues.
Examples in Resumes
Facilitated over 20 Action Learning sessions for senior management teams
Certified Action Learning Coach helping teams solve complex organizational challenges
Implemented Action Learning programs resulting in $500K cost savings through employee-driven solutions
Typical job title: "Action Learning Facilitators"
Also try searching for:
Where to Find Action Learning Facilitators
Professional Organizations
Online Communities
Professional Networks
Example Interview Questions
Senior Level Questions
Q: How would you handle a challenging group dynamic in an Action Learning session?
Expected Answer: Should explain approaches to managing difficult personalities, keeping groups focused, and ensuring equal participation while maintaining the core Action Learning principles.
Q: How do you measure the success of an Action Learning program?
Expected Answer: Should discuss both immediate outcomes (problem solutions) and long-term benefits (skill development, behavioral changes), along with specific measurement methods and ROI calculation.
Mid Level Questions
Q: What's the difference between Action Learning and traditional training?
Expected Answer: Should explain how Action Learning focuses on real problems, peer learning, and immediate application, compared to classroom-style training methods.
Q: How do you structure an Action Learning session?
Expected Answer: Should describe the basic format: problem presentation, questioning process, action planning, and reflection, while explaining how to keep sessions productive.
Junior Level Questions
Q: What are the basic principles of Action Learning?
Expected Answer: Should cover the key elements: real problems, team-based learning, questioning insight, commitment to learning, and taking action.
Q: What is the role of an Action Learning coach?
Expected Answer: Should explain how coaches guide the process without providing solutions, focus on learning opportunities, and help the group reflect on their progress.
Experience Level Indicators
Junior (0-2 years)
- Basic facilitation techniques
- Understanding of Action Learning principles
- Group dynamics management
- Basic coaching skills
Mid (2-5 years)
- Advanced facilitation skills
- Program design and implementation
- Conflict resolution
- Results measurement and reporting
Senior (5+ years)
- Strategic program development
- Complex organizational challenge handling
- Train-the-trainer capabilities
- ROI assessment and program evaluation
Red Flags to Watch For
- No hands-on facilitation experience
- Lack of understanding of basic coaching principles
- Poor listening and questioning skills
- Unable to manage group dynamics
- No experience with organizational change or development
Need more hiring wisdom? Check these out...
Future-Proof Your Workforce: Embracing Lifelong Learning
Micro-Internships: The Game-Changer in Project-Based Learning
Stop Training Like It's 1999: The Unconventional Guide to Upskilling Your Team for the Future
