Organizational Development for Knowledge Management at Water ...

Introduce the practice of reflection. Each member of the set keeps a learning log to
capture key learning and group progress. This log/journal will be used extensively
during the Acting phase.
As the end of each session review what went well and what can be done to improve
the format for future sessions
(3) Act
This is time spent working on a task on the job. The members of the action learning set
spend time experimenting with new approaches and testing new ideas developed during the
action learning set meetings, all with the aim of making progress on a problem, project or issue
of importance to them. Following are the steps to ensure consistent progress during this phase:
Refer back to the action plan developed during the planning workshop.
Before taking action, reflect on what you think the outcome of the action will be. If
possible, record this in the learning log.
Take action. Try out the approach as planned. This is where you do the work you do
every day, but with the benefit of advanced planning and documenting your expectations
before you act.
Look for evidence of how effective you have been. What did you observe?
Write down your observations in the learning log. This is where you create the
opportunities to learn, by reflecting on your observations both by yourself and with the
benefit of the perspective of others at the next set meeting.
(4) Reflect
This occurs during a regular session where members of the action learning set come together
to reflect on the progress they have made on their work issues. It is a time for challenging
assumptions, exploring new ways of perceiving and thinking about problems, and planning what
to do next in the workplace. It is also an opportunity for set members to bring up specific issues
of their work that they would like others to think through with them, as well as offer their thinking
support to explore the issues and problems raised by others. Here are some guidelines:
Plan reflection sessions on a regular basis and as far in advance as possible, ensure
maximum attendance.
Book enough time to allow a thorough exploration of issues of importance. Try 20-30
minutes per person, plus an extra thirty minutes as an estimate when planning reflection
sessions.
Make sure that participants have prepared for the reflection session by updating their
individual learning logs and notifying the facilitator of any key issues they wish to
discuss.
The facilitator should ensure that each individual declares what actions they intend to
take once they leave the reflection session and what outcomes they expect from these
actions.
(5) Share
This is the step where new knowledge, skills and experiences are shared outside of the
action learning set to allow other individuals and teams to benefit from the experiences. One
way this is done is by making what is being learned explicit. Capturing the knowledge that
grows out of the action learning experience contributes to the intellectual capital of the
organization. As new knowledge is added to the organization’s knowledgebase over time, utility
employees will find more and more content that is timely and applicable to their current learning
needs. Here are ways to make that happen:
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