Investing in management development can be a significant expense, so how do you ensure participants optimise their learning and you maximise your return on investment?
Many of us will have experienced the enthusiasm of the training room, fully intending to take the learning back into the workplace, only to find old habits die hard and implementing the new ideas back in the ‘real world’ can be a bit of a challenge.
The process often starts by each individual reflecting on the value of the management learning intervention they have attended, sharing highlights and experiences to support other members of the Set.
Set members then get the opportunity to present a specific issue, challenge or problem relating to their learning. The other Set members share their thinking and wisdom in the form of a story from their own experience.
This process supports the presenter deepen their awareness and thinking around the issue they presented and they usually go on to commit to the group what they intend to do next.
The Set concludes by members appreciating one another and how the experience has taken their learning further.
So to optimise your next training investment, how about considering the implementation of ALS as an integral part of the learning intervention?
If discovering more about Action Learning Sets is of interest, we would be happy to explore the topic further with you.