Overview

Learning groups enable individuals to work together in focused sets to facilitate learning experiences around particular topics; for example, groups of staff supporting one another in their approach to work and understanding of technical issues.

Resources: learning sets

What are they?

Learning sets support personal development, with content tailored to the needs of the group. They are confidential, safe, neutral groups that can be multi-disciplinary or subject specific.

They can provide significant benefits, including:

• offering flexible learning environments (both structured and unstructured)
• placing people with similar needs together
• relating learning to individuals' situations
• setting aside clear, focused, time limited commitment
• provision of networking possibilities beyond the length of the set.

Typically a learning set has the following characteristics:

• a facilitator
• 8 -10 people
• some structured sessions on self awareness and development
• some sessions to analyse real problems members are facing at work
• reflection
• meeting several times over many months.

How can they help?

Groups are deemed to be neutral ground for resolving individual issues that are either personal, work specific or organisational.

A group member puts forward their issue and, with the aid of other group members, solutions are established or suggestions offered as to how to remedy the problem.

The group member then goes back to the workplace and puts the advice given into practice.

The group can meet at a mutually agreed location as many times as they feel necessary.

Contact between meetings can occur by phone, e-mail or other means.

The group member then reports back at the next meeting.

How long does a group last?

Learning sets continue running for as long as they are needed by the group; in other words, groups have their own 'shelf life'.

Groups can meet as often as required, something that will depend to some extent on need, geography and availability.

Groups have a better chance of forming and staying together where there is some degree of co-ordination and a modest amount of funding. This provides opportunity for the promotion of learning sets and, once established, support for booking and paying for meeting facilities.

For this reason you will often see learning sets being managed as part of local, regional or national development initiatives.

Who can sign up to a set?

Literally anyone! If a group of individuals identifies they have a common set of problems that they need to progress, then a set can be formed.

See also:

• Action Learning: a resource book for the NHS (2001)

Further information

• Royal Free Hampstead NHS Trust - Action learning sets for leaders (paper)
• Department of Health - Renal action learning sets
• Mersey Care NHS Trust - Action learning support

There are many books available on learning groups. Examples include:

• Action Learning in Practice, by Mike Pedler (1997)
• Reflection in Action: Developing Reflective Practice in Health and Social Services, by Bairbre Redmond (2004)
• Action Learning: A Practitioner's Guide, by Ian McGill & Liz Beaty (2000)
• The Action Learning Handbook: Powerful Techniques for Education, Professional Development and Training, by Anne Brockbank & Ian McGill (2003)