What are Action Learning sets?

Action learning sets are facilitated small-group spaces where professionals bring real workplace challenges and think through them collaboratively using reflection, open questioning and peer support.

The approach was originally developed by Reg Revans, who argued that people learn most effectively when working on real problems rather than hypothetical case studies. Action learning combines active listening, reflection and questioning to support both individual learning and organisational development.

In a typical action learning set, one person presents a current challenge or dilemma while the rest of the group listens carefully and asks open questions. Rather than giving advice or trying to “fix” the problem, the group helps the presenter think more clearly, explore assumptions, consider different perspectives and identify possible next steps.

Action learning sets are widely used within leadership development, healthcare, public service and organisational development contexts. Research suggests they can support reflective thinking, decision-making, confidence, leadership capability and peer connection, particularly in complex or high-pressure professional environments.

Unlike traditional training, action learning focuses on real-time workplace issues and encourages participants to learn through reflection on practice. The process can also help reduce professional isolation and create psychologically safe spaces for honest discussion and shared learning.

Action learning sets are particularly valuable in emotionally demanding or rapidly changing environments where there may not be straightforward answers and where professionals benefit from structured time to think, reflect and learn together.