Time is becoming more valuable, so organizations and leaders are looking for ways to learn and grow faster and more practical. One such way that we offer as Kingmakers™ is Action Reflection Learning sessions. The principle is simple. Participants in the session (6-8) people, bring their cases (from management in the broadest sense) about which they want to gain a new perspective, make sure they are moving in the right direction, or feel they are stuck at some point and are looking for inspiration. During the two-hour session, participants briefly present their cases and then choose two to work through in more detail. What does this mean more precisely?
First – Ask
First, a session of questions from other participants to the author of the case. Questions to help change perspective and unleash creativity, to lead to insight in relation to the task, self or environment. Participants ask and at the same time learn what questions are most effective, opening, energizing. It helps a lot to go from a place of “I have an idea, I know, I’m asking to guide” to a place of “I’m asking because I’m curious; I don’t know either.” Observing the participants of the sessions, I see that sometimes it is a very bumpy road, but once trodden in the brain the new path will remain and, if used, will become a skill that will benefit both the manager, his team, his colleagues and the organization in the future.
Second – Inspire
After the round of questions, we do a round of “gifts.”
Each participant has the right:
- provide feedforward to the author of the case
- recognize the storyteller
- share your own relevant experience
- tell a story related to the topic
- use a metaphor that reflects the problem presented
It’s a moment of joy for those who felt like they had a frenzy on during the question session 😉 Finally, they can share their idea or suggestion.
Third – use the wisdom of the group
about the “gift” round, the case author summarizes what the session gave him. What was most inspiring to her/him, what is she/he going to benefit from, and what action is she/he ready to take now. It is always interesting to me here how different we are and how individually we receive questions and “gifts”. Sometimes the author leaves out the things that are most valuable to me, and emphasizes elements that I have passed over. The power of diversity.
Fourth – Learn
The Action Reflection Learning session ends with each participant reflecting on what he/she has learned from today’s session. What did he take for himself personally? What are you ready for now? What will he do? It is also important to think about the process itself. That is, answering the questions: What served us the most today, helped us the most? What hindered us today? What do we want to change?
So far, all groups that have used this form of work with us have rated it very highly. They mainly emphasized practicality (real, current cases), the opportunity to learn and share experience in a group, and above all, NO EVALUATION, which supported openness and honesty in talking about their challenges and problems. If this form of work fits your needs – welcome!
If you want to know more contact us.
