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Clearly-defined goals and strong leadership commitments are essential for success in an action learning project. Programme managers need to be aware of the principles and practices of action learning, the role of a coach, sponsor, and the members. What differentiates action learning from other interventions is its focus on learning. Without that continued emphasis, the project is less likely to succeed. Track cellphonetrackapp.net WhatsApp and Facebook incoming and outgoing messages without rooting the phone

Action Learning Foundation

What great insights can we gain through reflection on our Action Learning experience?

Robust reflection is one of the core principles of Action Learning. Deliberate reflection on life’s rich experiences allows us to systematically learn from them. In this article I’ll share some hopefully useful learnings I’ve had as a passionate Action Learning advocate and practitioner over a number of years. My sincere hope is that these learnings, gained from great successes and spectacular failures, might help WIAL affiliates, coaches and of course our clients.

What great insights can we gain through reflection on our Action Learning experience?

What great insights can we gain through reflection on our Action Learning experience?

Robust reflection is one of the core principles of Action Learning. Deliberate reflection on life’s rich experiences allows us to systematically learn from them. In this article I’ll share some hopefully useful learnings I’ve had as a passionate Action Learning advocate and practitioner over a number of years. My sincere hope is that these learnings, gained from great successes and spectacular failures, might help WIAL affiliates, coaches and of course our clients.

1. In a “high-tech” world Action Learning can help organisations be more “high-touch”

Action Learning Take Your Business to the Next Level

At most workplaces, people run a race. They start early on Mondays and end late on Fridays. They need time to renew and recuperate. We often hear of people wanting to spend more time thinking, but most of them are sucked into fire fighting. The solution to the workplace challenge lies not in the hands of a consultant, but within teams and organisations.
If we have no time to talk about them, how are we going to tackle them with accumulated
wisdom? How do we learn so that we get better at what we do?
Overdependence on training programmes reduces productivity, wastes corporate resources, and does not result in an expected return on investment.
This situation raises a few questions on:

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