Complete Action Learning TUI LED 402 Module 4
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LED 402 Module 4 Complete Action Learning TUI
LED 402 Module 4 Discussion
Discussion Topic
In the background materials you viewed two short animated
videos that helped introduce you to the basics of action learning. For this
discussion take a look at some more “serious” videos from some of the leading
authorities on action learning.
Reg Revans is one of the early founders of action
learning and his videos tend to be extremely serious in tone. Several of his
classic videos are available on YouTube. More recent videos are also available
by Michael Marquardt, another leading authority on action learning and author
of one of the required background readings. Take a look at some videos from
both of these action learning experts and share the links to couple videos that
you found the most interesting or at least kept you awake.
What are your overall impressions of Drs. Marquardt and
Revans? Which one seemed to be more authoritative or better at explaining the
concepts? Anything useful in the presentations that helped you learn or absorb
the concepts covered in the required background materials? Or did you just have
trouble staying awake? Let your classmates know what your recommendations are
regarding these videos. This post should be in the first week of the module.
For the second week of the
module, compare and contrast the reading from Dr. Marquardt listed in the
background readings to one of his videos. Is his written style similar to
his speaking style? Was the material in the video and book chapter
consistent with each other?
LED 402 Module 4 Case Assignment
Case Assignment
Before starting on this assignment make sure to go
through the background materials carefully and go through the main textbook
readings. Also, reflect carefully upon your Module 1-3 Case Assignments and
think about some major areas that you would like to improve upon for your own
leadership development based on the self-assessments you have done so far in
this class.
Once you have reviewed the background materials and
gained a solid understanding about the main steps and challenges of action
learning, write a 4- to 5-page paper addressing the following questions:
- Since this is your last Case Assignment for the class, start out
this assignment by reflecting on what you have found in your Module 1-3
Case Assignments. Based on your prior assignments and what you have
learned so far, what do you think are some of the main areas you and/or
some of the coworkers that you have written about should try to improve
upon?
- Now turn to Chapter 1 of Pedler and Abbot (2013) and pages 41-42 of
Passmore (2011) where the potential benefits of action learning is
discussed. Based on your answer to Question 1 above and from these two
readings, what would you hope to improve upon using an action learning
program? Do you think action learning would help you improve in these
areas? Explain your reasoning both with respect to the readings and the
areas for improvement in your leadership that you have identified so far
in this class.
- Go to the “Organizational Readiness for Action Learning” quiz on
pages 43-44 of Pedler and Abbot (2013). Fill it out and report your
results. Overall what does the quiz say about your organization’s
readiness to engage in an action learning program? Do you agree with
the results? What kind of challenges do you think you would face in
setting up an action learning program at your organization?
- Finally, take a look at pages 37-38 of
Passmore (2011) and Chapter 8 of Marquardt (2004), which give step-by-step
guidelines on setting up an action learning program. Based on your answers
to Questions 1-3, how would you design an action learning program in your
workplace? Include in your answer what kind of problem your set would work
on, who you would include in your set, how often you think the group
should meet, and other relevant steps outlined in the required readings.
Explain the reasoning for your choices and what kind of outcomes you would
hope to get out of this experience.
LED 402 Module 4 SLP Assignment
For this assignment, pretend that you are a leadership
development coach assigned to help some organizations fix their action learning
programs. For each of the scenarios below, explain what you think went wrong
and how it could be fixed based on what you have learned about action learning
in the background readings. For each of the three scenarios, explain your
diagnosis and use at least one citation from the required readings to support
your diagnosis. Your paper should be two to three pages in length:
- A group of 20 from different departments from within an
organization is put together to form an action learning set. At their
meetings, every person is allowed to present and receive feedback from
other set members and their coach. At first they are allowed to present
and receive feedback for a half hour each but group members become exhausted
from 10 hour meetings. Then this time is cut to 5 minutes per person but
group members feel they are unable to learn or get adequate feedback from
their coach and other group members in this amount of time.
- A CEO picks an important problem for an action learning group
consisting of five senior managers. The group meets every month for a full
day for nine months. After nine months, each group member feels that they
have learned a lot from receiving feedback every month and has improved
several areas of their leadership skills. The group presents to the CEO a
detailed plan along with steps they have already taken to help solve the
problem and the results they have seen. But the CEO is upset because they
didn’t come up with the solution the wanted and orders the group out of
his office.
- A group of several managers is put
together to form an action learning set. The group members are very
motivated to start this program and excited about the possibilities for
developing their skills. The facilitator for the action learning program
is a top assistant to the CEO. During group meetings, team members are
reluctant to discuss difficulties they are facing in their tasks. Whenever
a team member gives a presentation, they tend to only discuss positive
experiences and they never criticize the organization.
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