Sixty years ago, its founding father, Reg Revans, had the brilliant insight that most organisations can solve their own problems if they are able to listen to each other, harvest the knowledge, insight and ideas that people have and generate, and then create ways and means of implementing new solutions.
He established a set of conventions which have been further developed so that Action Learning can be used by new and established leaders, by people facing new and changing circumstances and by teams who need to understand new ideas and how to make them a reality. The technique is taught quickly: people become skilled in its use at different speeds, but there is always profound learning once the facilitator has established best practise and built trust between participants.
