Organizational Development for Knowledge Management at Water ...

Newsgroup and/or threaded discussion features can be included on the utility’s web-site
to allow action learning set members to collaborate on line. This may be open access so
that others can see what is being achieved.
The utility should keep a running list of all action learning sets, with each entry listing
basic information about the members, the set's objectives and the timing of the set's
meetings as well as the contact details of the set facilitator.
Some action learning sets may decide to create a Learning History, a document that
describes the day-to-day work of the team and also attempts to capture how the set's
learning evolved during the project. This can be developed periodically from the
log/journals kept by each individual member of the set.
At the conclusion of the action learning set, the team members, with the help of their
facilitator, can select the information from their experience that others would find
valuable, and post it to the utility’s knowledgebase. Suggested topics would include
objectives, conclusions, recommendations, etc., as well as the learning from experts that
were consulted, and planning documents such as agendas.
(6) Closing Out
The purpose of a closeout event is to ensure that the action learning individuals reflect on the
time spent together (the process) and review the progress made against the original objectives.
The closeout session is facilitated in the same way as the regular reflection sessions, but
includes the administrative tasks associated with disbanding the set. The most important of
these tasks is to decide which resources and learning points are to be shared with the rest of
the organization. Here are some important points.
Plan the event to allow time to reflect on both the task that the set has been working on
between sessions as well as the individual and team learning that has occurred through
the entire process.
In advance of the closeout session, all set members should be asked to prepare their
reflections. The facilitator may choose to issue a structured form or specific questions to
focus this preparation. Suggested questions include: What has become clearer to you
since the start of the action learning program? How has your perspective of the task or
problem changed during the time you have spent as a member of this action learning
set? What were the defining moments of the set, that is, at what points did major
breakthroughs take place? What did you learn from this experience that you can apply
to other parts of your job?
Expected Outcomes:
Higher quality decision-making.
Individuals learn how to learn.
Improved understanding of problem solving and team learning.
Experience in creating, sharing and applying knowledge.
See:
Case Example # 6 (SHELL HP)
Case Example #7 (US Army)
Tools: After Action Review
Collaborative Problem Solving Forum
Learning History
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