When possible, AWL draws on the Action Learning Model (modified) first introduced by Professor Reginald Revans in 1980. Please note, we say “modified” as Revan did not include tools and frameworks in his model. Our approach is to do so. If the customer already has tools and frameworks in place, we endeavour to make that transparent and seek approval to incorporate the tools and frameworks in the learning.

The idea behind the Action Learning Model is that a learner can gather knowledge by working on their own or with one or more other peers in a workplace, real-time setting to find a solution to a problem or scenario.

1. The learning experience should be centered around finding an answer or a solution to a problem or a skill to be learned or enhanced that exists or is anticipated to exist in the future.
2. We build on Revans’ principle that Action Learning is a highly social activity and process by demonstrating how interaction with others and the use of instruments and frameworks provide the toolkit required to work towards solutions. The social aspect brings more than one lived experience into the learning which promotes rich discussion and reflection of multiple perspectives.
3. Retention and sustainability of the learning are achieved by working with the individuals to work together to develop their knowledge base and skill sets to arrive at the solution to the scenario or problem and/or to learn the new or enhanced skill. As importantly, working through to solution or the new or enhanced skill ensures that application to the work and methods of sustainment are clearly identified by the learners.