ClearWorth Action Learning

If L=p+Q, 

what don’t you know? 

Action Learning and ClearWorth

In true action learning, it is not what a man already knows and tells 

that sharpens the countenance of his friend, but what he does not 

know and what his friend does not know either. It is recognised 

ignorance not programmed knowledge, that is the key to action 

learning: men start to learn with and from each other only when they 

discover that no one knows the answer but all are obliged to find it 

Reg Revans 1991 

A critical difference between the traditional approach to education 

programmes and action learning programmes is that traditional 

programmes start with a given syllabus, whereas in action learning 

one of the first challenges is for the action learners to determine their 

own syllabus. The learner then goes to the body of knowledge in 

order to identify in a focused way, the knowledge needed to tackle the 

question. 

Dr Richard Hale 2002 

I am always doing that which I cannot do, in order that I may learn 

how to do it 

Pablo Picasso 

The difference between what the most and the least learned people 

know is inexpressibly trivial in relation to that which is unknown 

Albert Einstein 

The important thing is not to stop questioning. Curiosity has its own 

reason for existing. 

Albert Einstein 

In a time of drastic change it is the learners who inherit the future. The 

learned usually find themselves equipped to live in a world that no 

longer exists 

Eric Hoffer, US philosopher 

In the book of life , the answers aren't in the back 

Charlie Brown, cartoon strip character by Charles Schulz

The Principles of Action Learning 

Action learning means working on real problems, focussing on the 

learning and implementing solutions. Pioneered by Professor Reg 

Revans and developed worldwide over the last 50 years, it 

provides accelerated learning to handle new situations more 

effectively. 

Action learning is based on Revans’ concept: 

Learning = Programmed Knowledge + Questions 

usually written as 

L=p+Q 

This means that learners take what is already known (by them and 

others) and establish what is not known through questioning, 

insight and dialogue to enable learning. 

When programmed knowledge (p) fails to provide an answer, 

collaborative inquiry (Q) with fellow learnerswho are undergoing 

the same questioning experience provides the learning vehicle. 

How does this help my learning? 

By considering what’s needed to answer the action learning 

question (ALQ), you will identify a number of learning needs. 

These may change as action is taken and as you get feedback 

from your experiences and from your colleagues in the Accelerate 

learning set. 

Answering the questions as you take action, addressing the issues 

and trying to solve the problems provides you with real life learning 

as well as real benefits to your business. 

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© ClearWorth Ltd 2016

ClearWorth and Action Learning Questions 

The philosophy of action learning is at the heart of our design and 

approach to personal and professional development. Our 

approach is based on the following assumptions:- 

· Most, if not all, adult learning is based on the need to answer 

a question. Without a question to answer there is no appetite 

to learn 

· Adult learning works by using experiences as the test and 

evaluation point for theories and hypotheses. 

· Without a valid experience, knowledge or understanding 

remains unproven and thus learning is not complete. 

· Starting with an important question refines and focuses the 

search for theory, knowledge and concepts. Without a 

question the search for relevant knowledge becomes just 

collecting. 

· Real learning only happens when a new situation is 

encountered and tackled in a new way. 

It’s great if the ALQ is answered and there is a successful 

resolution. However, failure is also an option! Mistakes and 

failures can provide the impetus for more learning. The sharing 

of what went wrong is actively encouraged in action learning sets. 

This is an opportunity for enquiry and dialogue not demonstrating 

prowess and achievement by only presenting the positives. 

This is a profound shift in the way many people have learned to 

operate. It requires a move away from pride in expertise and the 

accumulation of knowledge to actively learning with and from 

fellow learners by disclosing doubts and admitting ignorance. 

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What happens in an Action Learning set meeting? 

The action learning set is a place for learning too. Focussing and 

working on someone else’s issue provides concentrated practice in 

coaching, consulting and listening. People also often experience 

challenging insights about their own style or situation as they examine 

another’s operating context. 

The learning set needs to be both supportive and at the same time 

challenging, deeply caring yet questioning. It is designed so that 

different people with different ideas focus and engage wholeheartedly 

with each other to resolve each other’s problems. 

At each set meeting, time is allocated to discuss individual Action 

Learning Questions (ALQs). The purpose is to help each other learn 

by: 

· Reviewing and evaluating the issues faced in tackling the chosen 

question 

· Challenging and supporting each other in the search for answers 

and resolution 

· Analysing what has been done and what has been learned since 

the last session 

· Agreeing your next action steps and the issues you intend to 

tackle continue your development 

· Practising the skills of enquiry and dialogue through actively 

engaging in conversations designed to build knowledge, identify 

real problems and explore solutions 

5 


What does an ALQ Look Like? 

The criteria for a worthwhile Action Learning Question include: 

· The issue is important to you and your business but is 

unresolved 

· It is personally challenging without being overwhelming 

· It is linked to your business objectives 

· It is in line with your own personal and professional 

development needs 

· It is an issue that you are prepared be responsible for taking 

action on but don’t yet know what to do about it 

An example ALQ for someone might look like this:- 

How do I have more presence, impact and influence when meeting 

potential customers and clients? 

In this example the learning and development might include:- 

· Understanding approaches to influence 

· Reflecting on what image or brand they want to create 

· Identifying how this fits with their personal brand, appearance and 

behaviour 

· Evaluating the sales process and considering how to make more 

of conversations 

· Reviewing their networking strategy and investment 

· Re-evaluating their sales pipeline and quantifying how suspects 

and prospects become customers 

· Rethinking their offering and the key differentiators 

· Getting feedback on the impression they create with other people 

· Deepening their understanding of their personal operating style 

and how this helps or hinders their sales process 

6 


Frequently Asked Questions 

What if I can’t come up with an ALQ? 

We will do all we can to help you to focus your thinking on the real life 

issues and challenges facing you at work. If there is no ALQ then a 

major part of the opportunity and investment is lost. 

Can I have more than one ALQ for a set meeting 

Yes - but it’s important to ensure that there is sufficient opportunity to 

tackle the issues and engage in the learning which arises 

Can I change my ALQ once I’ve started? 

Yes - if the circumstances are such that it becomes irrelevant or 

impractical then it would not be sensible to continue trying to use it as 

a basis for real life learning. 

Can I share an ALQ with someone else? 

Yes - but you will need to first think through how the issues will be 

jointly addressed and what learning each of you can take from the 

experience 

Can I test out something I’ve already done but hasn’t 

worked? 

Yes and No. If you acknowledge that it didn’t work and you need to 

try a new approach then great. If you just want to look at what went 

wrong or get some feedback on what you did then it’s not an Action 

Learning Question because you don’t intend taking any action as a 

result of the support and challenge you’ll receive. 

Do I have to report back on what I’ve done at every 

meeting? 

Yes but it’s better not to think of it as “reporting back”. There is no 

boss to report back to - you are in charge of your learning. If you don’t 

do anything between meetings then it might be worth asking yourself 

why this question is important to you. 


ClearWorth 

www.clearworth.com 

Learning for people with a brain to catch

ClearWorth Action Learning

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