Monthly Archives: April 2025

learning & change

How to Run an Action Learning Session

Action learning is a dynamic and collaborative process that allows individuals to tackle real-world challenges while developing their personal and professional growth. Whether you’re working with a small group or in a team, the process is designed to promote learning through interaction, problem-solving, and continuous improvement. In this blog, we’ll explore how to run an action learning session with your colleagues to drive your development and help you come up with new ways to approach current challenges.

What is Action Learning?

Action learning is a self-managing team approach to learning from live work challenges. It’s a process where a group works together to support each other’s personal learning while tackling real issues. Participants take turns being the “issue holder,” sharing their work-based challenge or opportunity for group support. By taking part in action learning, you will not only gain insights into your own issues but also learn from the experiences and solutions that emerge in the group.

How Does Action Learning Work?

An action learning set typically includes 3 to 5 people. The set works through a structured process that focuses on helping each member work through their personal development and problem-solving.

Here’s a typical flow for an action learning cycle:

Welcome and Introduction: Confirm the timing and objectives for the session. A minimum of 20 minutes per cycle is recommended.
Clarify Roles and Rules: Define the roles for the session and go over the ground rules.
Issue Holder Selection: Decide who the issue holder will be. This person will present their challenge or opportunity for the group to address.
Cycle Process: Work through the action learning cycle (we’ll break this down in the next section).
Review and Reflect: After completing the cycle, review the process. Discuss what worked, what didn’t, and how the session could be improved next time.

The review is a critical part of the process, as it helps the group refine the process for continuous improvement.

Cycle Process

The cycle process is the core of action learning. Here’s how it typically works:

Issue Holder’s Presentation (2 minutes): The issue holder presents their challenge or opportunity clearly and concisely. The group listens silently to understand the issue without interrupting.
Clarifying Questions (2 minutes): Set members ask questions to clarify their understanding of the issue. At this stage, no advice or coaching is given; the goal is simply to understand.
Insight Generation (5 minutes): The group discusses the issue, sharing insights and asking questions. The issue holder silently captures the ideas presented but doesn’t respond, engage, or explain. They’re simply listening and absorbing the information.
Summarising (2 minutes): The issue holder summarizes what resonated most and outlines their next steps. They do not justify their choices or critique the ideas shared by the group. At the end, the issue holder thanks the group for their input.

This structured process allows the group to provide feedback and insights without the issue holder feeling pressured to justify their position or make immediate decisions.

Ground Rules for a Great Session

To ensure you get the most out of an action learning session, follow these key ground rules:

Focus on the Issue: Only one person can share an issue at a time. Give your full attention to the issue holder.
Make It Safe: A safe environment is essential. Group members should feel comfortable disclosing ignorance, admitting weaknesses, and asking for help.
Keep It Confidential: Respect confidentiality. Don’t share any details discussed within the group unless agreed upon by all members.
Trust the Process: Follow the agreed sequence and timings. This builds a sense of certainty and encourages everyone to contribute.
Stay Supportive: Suspend judgment and remain supportive, even when challenging each other. Action learning is about learning together and supporting one another’s development.

When Will You Try This Out?

Now that you understand how action learning works, the next step is to plan when you’ll try it out. Gather a group of colleagues or peers, introduce them to the process, and pick a real work challenge to start with. You can share this article with them to help them understand the process.

Action learning is an excellent way to enhance problem-solving skills and foster a collaborative learning environment. Best of luck with your first session, and enjoy the experience of learning together.

To find out more about how to up skill your leaders in collaborative working, reach out to us via info@soji.com.au.

learning & change

leaders/ strategy/ culture/

A Boost When You Need It Most: How the PERMA Model Can Help Teams Tackle Tough Challenges

When teams face complex, high-stakes challenges, it’s easy to get stuck in survival mode—heads down, stress up, and joy long forgotten. But even in the thick of it, there are practical, science-backed ways to lift team wellbeing and reignite the spark that fuels creative problem-solving, collaboration, and resilience.

One of the most useful tools for this is the PERMA model developed by psychologist Martin Seligman. It identifies five key ingredients that support wellbeing and sustainable performance: Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment.

The beauty of PERMA? You don’t need to overhaul your life or your team culture to use it. A few small shifts in attention, reflection, and conversation can make a real difference.

Here’s how your team can use it today—five simple prompts, one for each pillar.

1. POSITIVE EMOTION – “What’s one thing that has made you smile, laugh, or feel grateful in the last few days—and how can we bring more of that into our team space?”

Why it helps: Positive emotion doesn’t mean ignoring the hard stuff. It means making space for moments that lighten the load. Sharing small joys helps lift collective energy, build emotional resilience, and boost morale—essential ingredients when navigating challenges.

2. ENGAGEMENT – “When have you felt most absorbed or ‘in the zone’ at work recently—and what strengths were you using?”

Why it helps: When people are deeply engaged, they bring their best thinking and energy. Reflecting on flow moments helps individuals reconnect with their unique talents—and helps the team play to one another’s strengths when it matters most.

3. RELATIONSHIPS – “Who in this team (or beyond) helps you feel supported or inspired—and what’s one small way we could strengthen our connections this week?”

Why it helps: Strong relationships buffer stress and build trust. In tough times, leaning into connection instead of pulling away can make all the difference. A coffee chat, a check-in, or a shoutout can go a long way.

4. MEANING – “What part of our work right now feels most meaningful to you—and how can we keep sight of that as a team?”

Why it helps: A shared sense of purpose is a powerful motivator. Reconnecting with the “why” behind your work can create alignment, renew motivation, and help your team rise above the noise of day-to-day pressure.

5. ACCOMPLISHMENT – “What’s one thing we’ve achieved recently—big or small—that we should celebrate?”

Why it helps: Recognising progress fuels momentum. Even small wins deserve acknowledgement, especially during long, complex projects. Celebrating success reminds the team that they are capable and moving forward.

Putting It into Practice

Pick one or two of these questions to explore in your next team meeting, one-on-one, or even in a group chat. You don’t need to cover everything at once—start with what feels most useful.

And if your team’s energy is low or stress is high, consider this your invitation to pause and ask:

“What would PERMA look like for us right now?”

You might be surprised by what you find when you make space for wellbeing—not as an afterthought, but as fuel for getting through what’s hard, together.

To find out more about Soji Team Coaching, reach out to us via info@soji.com.au.

Photo by Christian Linnemann on Unsplash