Q: How does Action Learning differ from a task force?
A: Members of Action Learning groups learn from the problems they are solving and the actions they take. Assumptions are challenged, results are confronted, feedback from others increases self-understanding. In task forces the major aim is to address the problem; any learning that occurs is incidental. A task force may well be limited to making recommendations for others to decide and act on.

Q: How much time does Action Learning take?
A: The time it takes is proportional to the complexity of the problem being solved. Typically a group will meet 5-6 times over 6-9 months.

Q: Can Action Learning be adapted to different situations?
A: Action Learning is a well-tried way of accelerating people's learning so they can handle difficult situations more effectively and bring about change. It is a universal approach which has been successfully applied in many different organisations and situations world-wide.

Q: What do the participants learn?
A: Action Learning focuses on learning at 3 levels: o about the problem which is being tackled o about the participant as a person trying to make things happen o about the process of learning itself.

Q: What makes a good 'task' to work on?
A: Action Learning needs an open-ended 'problem' not a 'puzzle' or technical question which has a right answer. The problem should be challenging for the person, involve action by him or her, and preferably have an impact on operating performance or financial results.

Q: Is there any training input in Action Learning?
A: It is a basic principle of Action Learning that we have an innate capacity to learn by thinking for ourselves and acting for ourselves. We don't need experts to tell us. But it can be appropriate to link Action Learning with a prior training programme in order to support people as they work out for themselves how to use the training ideas in their actual situation.

Q: Does an Action Learning group always need a 'set adviser'?
A: An effective learning coach adds real value by guiding participants into the process, encouraging the group to focus on learning as well as on action, and maintaining the structure and quality of the programme. Mature Action Learners may work without a set adviser but new groups trying to meet without one frequently fail to work effectively.

Q: Why do organisations become involved in Action Learning?
A: Action Learning offers a strategy of continuous learning for both managerial development and organisational development. Organisations cannot survive and beat the competition unless their rate of learning is equal to or greater than the rate of change - or as Reg Revans expressed it L > C