Action Learning Teams (ALTs)
Overview
The PMF Program is exploring the use of Action Learning as a powerful action-oriented, problem-solving model that can be used to engage Fellows on substantive projects and to develop leadership skills. Each Action Learning Team will work on an important project or issue, culminating in a deliverable product - a report, program or strategy - that is valuable to managers and executives in the Federal Government. Our objective is to provide teams of Fellows with substantive work on complex organizational issues while achieving individual, team and organizational development. Pilot teams are underway as program evaluations and improvements continue to be developed.
The following six key components and two ground rules (italicized) of action learning are each important to the success of a team:
- Project
: An important or urgent problem. Ideal projects are focused on
important, challenging and complex issues for which there are no known
solutions and that require creativity and innovation to solve.
Managers and executives who serve as sponsors share their problem and
vision on an organizational issue critical to the success of the
agency, and engage the team, provide resources and expect results.
- Team
: A diverse group of four to eight people. Teams ideally comprise of a group
of interdisciplinary and inter- or intra-agency members with a
diversity of skills and perspectives, and a commitment to meet
together and take action until the work is completed. Teams are led by
members who experiment with and rotate into differing roles on the
team. Every member is asked to make team meeting attendance a top
priority.
- Inquiry
: Insightful questioning and reflective listening. This process requires that all statements within the group be made only in response to questions.
The action learning model helps to reframe problems, challenge
assumptions and share insights to promote a more introspective,
self-aware and innovative learning environment. Asking the right
question is not easy - but is essential if fresh ideas and innovation
are to occur.
- Action
: Implement action on the problem. Some action must be taken on the project
for real energy, innovation and learning to take place. Challenging
work experience on real issues that applies the skills, knowledge and
abilities of team members can provide an opportunity to demonstrate
accomplishments and promote practical learning on specific leadership
competencies.
- Learning
: Commitment to learn. Everyone on the team
agrees to be a learner in order to promote equality, vulnerability and
a willingness to develop as individuals and as a group. This
commitment to learning supports individual and agency development of
leadership competencies through the action and learning process.
- Coach
: Presence of an action learning coach. A coach is assigned for every meeting, usually a member of the team but alternatively an external expert to the group. Coaches generally intervene during two sections on meeting agenda - early in the meeting and always at least ten minutes before the meeting ends. Coaches also have the power to ask key questions of the team at any point whenever they see an opportunity to learn or clarify the
problem or goal, and the team must attempt to answer that question
before moving forward. The coach plays a critical role on the team to
promote ongoing reflection and inquiry.
Senior managers interested in sponsoring a team submit or respond to a Request for Team describing a project vision and timeline, as well as commitments to the action and learning process. Fellows may recruit sponsors and may help to recruit additional members to form a team. Together the team then clarifies its timeline and deliverables in a project agreement. At the conclusion of the project the team submits its deliverable to the sponsor and a project summary to the PMF Program staff. Team members and sponsors also submit formal evaluations to the PMF Program staff.
The PMF Action Learning Guide outlines the roles and responsibilities of participants and describes the entire process. Fellows will participate part-time on Action Learning Teams during their ongoing work schedules, carving time out of their current obligations with the permission of their supervisors. This option will be in addition to the other training and rotation opportunities already available to Fellows, and participation is not required. There will be no additional fees or obligations other than those outlined in this Guide. The PMF Program Office will provide training and support for Fellows, sponsors and coaches, and Agency PMF Coordinators and supervisors as needed.
Teams will be led by the Fellows. Facilitation and project management will be expected by members of the group. Sponsors will provide vision, support and resources toward the anticipated deliverable, while respecting a collaborative process of mutual learning to balance action and reflection.
PMF Program Office staff will provide training and support materials on the action learning process. Action learning can help develop many of the foundational leadership competencies outlined by the Office of Personnel Management as Executive Core Qualification (ECQ) competencies. Fellows will be professionally challenged as they work on complex, real-time projects that impact agency missions. Action Learning Teams will also give senior managers the opportunity to actively mentor and develop the Federal Government's future leaders.
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PMF Action Learning Guide
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| PMF Action
Learning Guide (Draft 6/4/2004) |
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The PMF Action Learning Guide outlines the roles and responsibilities of participants, and describes the entire process from team formation through completion. The Guide also includes appendices with specific exercises and guidelines for a team to use during each phase of its life cycle. |
