Action Learning Sets

Action learning sets give people time to step away from the noise of work and think properly.

They are not meetings, supervision sessions or training workshops.

At their best, they create a structured space where people bring real work challenges, listen carefully, ask useful questions and support each other to find practical ways forward.

I can support your organisation in two ways:

I can facilitate action learning sets for your teams

I can also train your in-house colleagues to design and facilitate action learning sets themselves.

Both options are practical, reflective and grounded in the real work people are doing.

What is an action learning set?

An action learning set is a small group of people who meet regularly to explore real work-based challenges.

Each person has time to bring an issue, question or situation they are working through. The rest of the group listens, asks questions and helps them think more clearly about what is happening and what they might do next.

The focus is not on giving quick advice.

It is about helping people reflect, learn from each other and take action.

Action learning works particularly well when people are dealing with complex situations where there is not one simple answer.

When action learning sets work well

Action learning sets can be useful for:

• Developing current or future leaders

• Supporting managers in new or challenging roles

• Helping people apply learning after a leadership programme

• Building confidence in decision-making

• Supporting staff through change

• Encouraging reflective practice

• Improving problem-solving across teams

• Creating stronger peer support

• Helping people move from discussion to action

They can be especially valuable in organisations where people are busy, stretched or carrying responsibility without always having the space to pause and think.

Facilitated action learning sets

I can facilitate action learning sets for your organisation, either as a one-off series or as part of a wider development programme.

This can work well when you want an external facilitator to create a safe, structured and focused space.

As facilitator, my role is to:

• Create clear ground rules

• Help the group understand the action learning process

• Keep the conversation focused and constructive

• Support people to ask better questions

• Encourage reflection rather than quick advice-giving

• Make sure everyone has space to contribute

• Help participants identify practical next steps

• Hold the structure, pace and tone of the session

This is particularly useful where the group is new to action learning, where there are sensitive topics, or where an impartial external facilitator would help people speak more openly.

Action learning training for in-house facilitators

I can also train colleagues within your organisation to run action learning sets themselves.

This is a good option if you want to build internal confidence and make action learning part of your ongoing development offer.

The training can include:

• What action learning is and how it works

• How to structure an action learning set

• The role of the facilitator

• How to create psychological safety

• How to set useful ground rules

• How to move people away from advice-giving

• How to ask better questions

• How to manage time fairly

• How to handle dominant voices or silence

• How to support reflection and action

• What to do when the conversation gets stuck

• How to close each session well

The aim is to give facilitators enough structure and confidence to run action learning sets in a way that feels useful, safe and purposeful.

Who is this for?

Action learning sets can work well for:

• Managers

• Team leaders

• Academic and professional services staff

• Project leads

• Newly promoted colleagues

• Aspiring leaders

• People on leadership development programmes

• Cross-organisational groups

• Staff working through change or complexity

They are particularly helpful when people are facing real situations, not theoretical case studies.

That might include leading a team, managing competing priorities, handling difficult conversations, influencing others, making decisions, or trying to find a way forward when things feel unclear.

Why use an external facilitator?

An external facilitator can help the group stay focused, balanced and honest.

Because I am not part of the organisation, I can hold the space neutrally. I am not there to manage people, assess them or push a particular organisational agenda.

My role is to support the process, ask helpful questions and make sure the group uses the time well.

This can be useful when:

• The group is new to action learning

• The topics may be sensitive

• Participants are from different teams or levels

• You want consistency across a programme

• You want people to experience good facilitation before running sets internally

• You want someone outside the organisation to hold the space

What participants can take away

By taking part in action learning sets, participants can develop:

• Greater confidence in handling complex situations

• Better listening and questioning skills

• Clearer thinking

• Greater self-awareness

• Practical actions they can take back into work

• Stronger peer relationships

• A habit of reflection

• A wider perspective on leadership and workplace challenges

• Action learning is not about creating perfect answers.

It is about giving people the time, structure and support to think more clearly and act more intentionally.

How the sessions can be delivered

Action learning sets can be delivered online or in person.

A typical action learning set might last between two and three hours, depending on the size of the group and the number of issues being explored.

Training for in-house facilitators can be designed as a half-day or full-day session, depending on how much practice and depth you want to include.

I can also design a blended approach, where I facilitate the first few sessions and then support your internal facilitators to take over.

A practical and human approach

My approach to action learning is calm, structured and down to earth.

I do not overcomplicate the process.

The aim is to create a space where people feel able to talk honestly, listen properly and leave with something useful.

That might be a decision, a next step, a new perspective, or simply the relief of having had time to think something through properly.

Action learning sets for universities, public sector and professional teams

Much of my work is with universities, public sector organisations and professional teams.

Action learning can be particularly useful in these environments because people are often managing complexity, competing demands and change.

It gives colleagues structured time to step back from the day-to-day and learn from each other, without needing another formal training session.

Interested in action learning for your organisation?

If you are thinking about introducing action learning sets, I can help you work out the best approach.

That might mean externally facilitated action learning sets, training your own facilitators, or a combination of both.

The best starting point is usually a conversation about what you want the action learning sets to achieve, who they are for and how confident people already feel with this way of working.

You can get in touch to talk through what would work best for your organisation.

How much does action learning support cost?

The cost depends on whether you would like me to facilitate action learning sets, train your in-house facilitators, or design a wider programme of support.

As a guide, a half-day workshop or facilitated session usually starts from £450.

If you would like a series of action learning sets, or a training session for internal facilitators, I can provide a clear proposal based on the number of sessions, the format and what you want the work to achieve.

Frequently asked questions

What is the purpose of an action learning set?

The purpose of an action learning set is to help people reflect on real work challenges, learn from others and identify practical action. It gives participants structured time to think, rather than rushing straight to advice or solutions.

How many people should be in an action learning set?

Action learning sets usually work best with a small group. Around five to eight people is often a good size, as it allows enough variety in the discussion while still giving people proper time to contribute.

Can action learning sets be delivered online?

Yes. Action learning sets can work well online when they are facilitated carefully. The structure, ground rules and use of time become especially important in a virtual setting.

Can you train our own staff to facilitate action learning sets?

Yes. I can design and deliver practical training for in-house facilitators. This can help your organisation build internal confidence and run action learning sets as part of your leadership, management or staff development offer.

Do action learning sets work better with an external facilitator?

It depends on the group and the purpose. An external facilitator can be helpful when the group is new to action learning, when topics may be sensitive, or when you want someone neutral to hold the space and guide the process.

Is action learning the same as coaching?

Action learning has some similarities with coaching because it uses listening, reflection and questioning. The difference is that action learning takes place in a small group, with participants learning from each other as well as from their own reflection.

What kind of topics can people bring to an action learning set?

People can bring real workplace challenges. This might include leadership issues, team dynamics, workload, confidence, decision-making, communication, change, difficult conversations or anything where they would benefit from time to think and hear different perspectives.