Models and Materials(2)

Learning Org Site - contains archives of the discussion group, information and links
Knowledge Management & Organizational Learning: @BRINT
The MIT Organizational Learning Network and
The Society for Organizational Learning
Stanford Learning Organization Web (SLOW)

Action Learning

Models for small group development and management / professional development and problem solving. There are many useful books with good examples of it in use. There's so much on it hard to know where to start but here's a slant from my viewpoint. Concentrating on processes I often find the equation (taken from Revan's original work) used in Action Learning by Krystyna Weinstein (Harper & Collins 1995) sums it up well along with an explanation of the interrelationship between the parts - it's a variation of the original one Revans used. (The book is quite good on the impact of sets too)
L=P+Q+A+R
L= learning
P= programmed knowledge
Q= questioning
A= action
R= reflection
Q= The most important I think is questioning, it's fundamental to action learning and when I do sets I try to ensure they all learn how to question differently, the success of the group depends on it. Part of the first few sessions will be spent on this.
P= I put in as and when necessary depending on the topic they are discussing, here the breadth of knowledge of the facilitator is important though you can put it in next time.
I would add another to the equation T= time. Action learning or any dialogue/learning group takes time, it's not an instant fix but once it gathers momentum can be significant, time is needed as it takes time for people to unlearn and relearn. Also I try to follow the learning cycle for the areas they discuss and that can slow it down especially when they are getting used to it and haven't taken the new approach on board once they do it speeds up.
Then once I get going I end up with a slightly different equation which I sometimes use
(L=P+Q+A+R) = C >SQ
C=change (as long as it is) > = greater than SQ = status quo (the existing comfort zone, inertia)
I think my overall point is summed up nicely by a formula shown to me, that developers of training material and trainers should remember. The formula is;
E + I = L
Emotion + Information = Learning
The emotion is the bit we often forget.
All of these are handy shortcuts for people and can strike a cord summing up key aspects of a complex process.

A useful article reviewing the literature on Action learning by Alan Mumford can be found here

Learning Styles

Use both Honey's and Kolb's inventories and explanations Lots on learning on the net, Sorry the orginal inventory site has disappeared try these sites instead and see if you can find what you need.
Peter Honey's own web site
Teaching Notes on Kolb
Four dominant styles
Inventory
Divergers
Accommodators
Assimilators
Convergers