The Practice of Systems Thinking
Action Learning Teams

The components of Systems Thinking Action Learning Teams describe the nature of the work that teams do. These components are roughly sequential, although there are some the are iterative over the life of a team. Anchoring learning goals in workplace performance is the high leverage feature of Systems Thinking Action Learning Teams.

Select Problem, Project, or Challenge Focus

Systems Thinking Action Learning Teams deliver their highest value when they are focused on a problem, a project, or a challenge. In the absence of such focus they risk drifting from the reason they formed in the first place. Drifting makes measurement and metrics difficult or impossible. A tight focus places boundaries on the team's work, ensures that they stay on task, and ensures that they disband when their work is done. (more...)

Form Systems Thinking Action Learning Team

The formation of the team is a prime determinent of success, both short-term (the life of the team) and long-term (developing skills and knowledge over time) Criteria for selecting team members includes:

• Their involvement in the problem, project, or challenge
• Their disposition to learn
• Their willingness to be stretched beyond their current skill, knowledge, and performance

A highly effective method for selecting people for a team is through invitation, where the work to be done and the expectations for participation are presented, and where the invitee has the genuine option to say no and pass. (more...)

Anchor Learning Goals in Workplace Performance

Anchoring learning goals in workplace performance is the high leverage feature of Systems Thinking Action Learning Teams. By designing all training and education to be directly related to the problem, project, or challenge, training and education has a direct and immediate impact on performance.

Such an approach does not rule out training and education that address aspects of work, management, and leadership that span a wide range of issues in the workplace. The approach does ensure that the Return on Investment for Systems Thinking Action Learning Teams is calculable. (more...)

Design Process for Insightful Questions and Reflective Listening

At the heart of Systems Thinking Action Learning Action are questions that challenge the members of the team to think beyond their customery responses to how issues are defined, and how solutions are developed. Great questions that provoke insight and reflection have three attributes:

• They are personal (in the sense that the question is meant to be considered on a personal level)
• They are ambiguous (in the sense that the answer is not immediately obvious, and the person has to take time to think)
• They are anxiety provoking (in the sense that they have drawn the person onto unfamiliar territory and they have to move beyond rote answers)

These questions draw people into thinking that is rigorous and robust, and lead to non-obvious insights and to creativy.(more...)

Take Action on Problem, Project, or Challenge

Taking action is the testing ground for thinking and learning. Taking action is the direct application of learning to work, and creates the feedback loop for making periodic adjustments that achieve the desired change in performance. While taking action is necessary for forward progress, it is not sufficient - is interdependent with the other components, all of which are necessary. (more...)

Work With a Systems Thinking Action Learning Coach

A skilled Systems Thinking Action Learning Team coach has the knowledge and experience to create a roadmap of learning and action that keeps the team on-track. Taking the time to consider questions and to listen reflectively can be a hurdle difficult to overcome, especially if the team works in a fast paced environment that expects quick action. In that case, a facilitator who has the skill and the discipline to maintain learning and performance focus is key to realizing the team's Return on Investment. (more...)