Fastest 'problem solving' leadership tool.
Is Action Learning Sets the most underrated Leadership Tool in Business Today?
Action Learning Sets (ALS) are not new, fare from it, but they are becoming even relevant today. In a world where organisations face complex, ambiguous, fast moving challenges, digital transformations, political disturbances and such like, ALS (Action Learning Sets) offer a structured, disciplined way for people to think together, act together, coach, challenge and learn together. And unlike many leadership programmes, ALS groups (called sets) generate real change because they are rooted in real problems, not classroom theory.
A Brief History of Action Learning Sets from Coal Mines to Boardrooms
Action Learning was pioneered in the 1940s by Professor Reg Revans, a physicist who worked alongside Nobel Prize‑winning scientists at Cambridge. Revans noticed that the most effective learning didn’t come from lectures, it came from colleagues openly sharing doubts, questioning assumptions and experimenting together. He later applied this insight to the UK’s National Coal Board, where managers met in small groups to explore problems and test solutions. Productivity improved significantly as a result .
Revans formalised his philosophy in the now famous formula:
L = P + Q Learning = Programmed knowledge + Questioning insight
He also articulated Revans’ Law, which states….
‘For an organisation to survive, its rate of learning must be at least equal to the rate of change in its environment.’
Today, ALS is used across industries such as banking, healthcare, government, tech and have evolved into virtual, cross functional and multi organisation formats.
What are Action Learning Sets
At their core, ALS sets are small groups (usually 4–6 people, max 8) who meet regularly to work on real organisational challenges that are having. Each member brings a live issue they are responsible for. The group then uses structured questioning, reflection and action planning to help the individual rethink, better understand and move forward.
Action Learning Sets are not therapy groups, brainstorming sessions or project meetings.
They are disciplined learning environments built around the following:
A real problem
A diverse group of peers
Insightful questioning rather than advice giving
Reflection and accountability
Action between sessions
A facilitator who ensures learning and action, not just talking
The magic lies in the cycle: think → act → reflect → adapt → act again.
How ALS work in Practice
A typical session follows a simple but powerful rhythm:
A member presents a challenge ...something real, urgent and within their control.
The group asks questions , not gives advice This is the heart of ALS. Questions surface assumptions, blind spots, risks and opportunities.
The presenter reflects and identifies actions and they leave with clarity, confidence and a plan.
The group captures learning What did we notice? What patterns emerged? What did we learn about ourselves?
Action happens between sessions Members return with updates, insights and new challenges.
· Usually each member has the opportunity to share a problem, challenge or opportunity they want to develop or improve. Team members take it in turns.
This repeated cycle builds the likes of capability, confidence and commercial intelligence – which many businesses say they want - far faster than traditional training.
Why ALS work so well - its Purpose and Value
1. They solve real problems, not hypothetical ones
Participants work on issues that matter such as strategic decisions, team dynamics, customer challenges, operational bottlenecks and so forth. This makes learning immediate and relevant.
2. They build questioning intelligence (coaching skills)
Revans believed that insightful questions were more valuable than clever answers. ALS trains people to think critically, challenge assumptions and explore complexity which are essential skills in modern leadership.
3. They create psychological safety and accountability
Members support each other, but they also challenge each other. This combination builds trust, relationships, courage and follow-through.
4. They accelerate organisational learning
Because ALS involve cross functional groups, insights travel across the business quickly. Revans demonstrated measurable productivity improvements in early ALS experiments in Belgium and the UK
5. They develop leaders faster than classroom training
ALS groups improve problem solving, collaboration, communication and strategic thinking, all through real work, not theory, leading to ‘better leaders and leadership’.
6. They strengthen culture
ALS encourages openness, curiosity, coaching, safety and shared responsibility all of which are the foundations of a high‑performing culture.
What people say about Action Learning
Revans himself said:
“There can be no learning without action, and no action without learning.”
Modern practitioners echo this:
“A problem shared is a problem halved …. Action Learning builds on this by bringing people together to explore solutions and learn from each other’s experience.”
A
nd from the International Foundation for Action Learning:
“The crucial importance of asking fresh questions about complex problems is at the heart of Action Learning.”
These quotes capture the essence of why ALS sets work, its because they make thinking visible, challenge comfortable assumptions and turn talk into action.
Evidence and Insights
Research and historical data show that -
Revans’ early ALS programmes significantly improved productivity in Belgium’s coal industry .
Action Learning has become a core component of leadership development in many organisations because it improves problem solving, collaboration and strategic thinking
Virtual ALS have proven effective for geographically dispersed teams, improving support, challenge and digital collaboration skills .
While Action Learning Sets (ALS) are not a silver bullet, the evidence is clear that they create measurable improvements in capability, confidence and organisational performance.
Why my Clients love ALS
Having recently run ALS with one particular client, I saw first hand the impact that ALS for them -
People felt heard.
They gained clarity on complex issues.
They took action faster.
They developed stronger relationships.
They learned from each other… not from slides.
They become more commercial, more confident and more capable.
In a world where change is constant (as per the cliche) , ALS give groups a way to think, adapt and grow together.
Client Quotes about why Action Learning Sets work
1. Clarity & Confidence
“ALS gave me clarity I didn’t know I was missing. I walked in with a messy, frustrating problem and walked out with a plan I actually believed in.” -Senior Operations Manager
2. Thinking differently
“The questions from the group helped me see angles I’d never have spotted on my own. It’s like having a thinking team dedicated to your success.” - Commercial Lead
3. Accountability that feels supportive
“I’ve never felt so supported and so accountable at the same time. ALS makes you want to follow through because you don’t want to let the group down.” - Head of Customer Experience
4. Real Progress, not just conversation
“We’ve done plenty of workshops before, but ALS is the first thing that actually moved the needle. Every session resulted in real action.” - Programme Director
5. A Safe Space to explore hard problems
“It’s rare to have a space where you can be honest about what’s not working. ALS gave me that and it helped me fix things I’d been stuck on for months.” - People & Culture Manager
6. Cross Functional Insight
“Hearing how colleagues from other parts of the business approached my challenge was invaluable. ALS breaks down silos without even trying.” - Finance Business Partner
7. Better Leadership
“I’ve learned more about leadership in six ALS sessions than in any formal programme I’ve ever done.” -Team Leader
Quotes About the Value to the Business
8. Better Decisions
“Our leaders are making sharper, more commercial decisions because ALS forces them to think deeply and not just react” -Director of Strategy
9. Culture Shift
“ALS has changed how we talk to each other. There’s more curiosity, less defensiveness and far better collaboration.” - Chief People Officer
10. Faster Problem Solving
“Issues that used to drag on for weeks are now being resolved in days. ALS has sped up our ability to act.” -COO
11. Higher Engagement
“People feel heard. They feel involved. They feel responsible. ALS has lifted engagement across the board.” -HR Business Partner
12. Commercial Impact
“We’ve already seen tangible improvements in customer outcomes and internal efficiency. ALS is really about more sustainable commercial performance.” -Managing Director
Comments