First Written on August 22, 2008 Revised and Updated Thursday, December 18, 2008 Action or Experiential Learning Introduction: The concept of 'Action Learning' (AL) was propounded by Professor Reg Revans. Pioneered by him and developed worldwide over the last 40 years, it provides a well-tried method of accelerating learning which enables people to handle difficult situations more effectively. This theory is not new. It has been in existence from the days of the great Chinese philosopher and thinker Confucius. This simply means the student manager learns on the job. The student manager learns by tackling an actual problem in a real company - preferably not his own father's. Unfortunately, instead of being the best known method of management education, it is the least known. The main reason for its neglect is that academics feel that they may lose their importance, if it picks up. The only academic help provided in AL is coaching, mentoring and monitoring during the action learning assignment, apart from passing on the knowledge the student manager may need for the job by his guide and mentor. But it is not the academics alone that are averse to the idea. Managers in many organizations are also generally not interested in outsiders running around in their organization solving problems. The fact remains that it is an excellent method of teaching potential managers. The concept is gaining ground surely and steadily. However, it should not be confused with Outward Bound leadership development programs like white water rafting, rock climbing etc., they are good programs in building teambuilding and team working skills but they demand a high degree of physical fitness and athletic skills which all people may not possess. They are very good for young people. Suitable programs, demanding less physical fitness and less strenuous, ought to be developed for older or less physically fit people.  Many progressive organizations have their own Action learning Programs for their trainee executives which includes a large number of MBAs. The officers of IAS cadre in India undergo AL. Unfortunately; these brilliant officers get bogged down in their work by bureaucracy and interference by politicians. People management, motivating people, decision making and leadership skills just cannot be taught easily in class rooms. Experience is the best teacher. I am all in favor of experiential learning because whatever little I know is through experience and action learning. We need to balance theory and practice. Whatever the academics think, action learning is superior to learning by theoretical lectures, which may slowly recede into the background over a period of time. People like M/S Bill Gates, (Late) Sam Walton, Michael Dell, and Andy Grove are all managers by action learning. They all head multi billion dollars, successful enterprises. Whatever I know is all through action or experiential learning under good, bad and ugly bosses. Action Learning puts the solutions to today's' complex problems in the hands of the people involved - helping them meet challenges in timely, effective and creative ways. Action Learning develops the critical Leadership, Teamwork and Systems Thinking skills needed in today's flexible, responsive organizations. It provides an accelerated learning environment and a means for viewing individual, group and organizational behaviors. Action Learning faithfully recreates the full range of group dynamics from simple to complex. Action Learning allows participants to "learn with their bodies as well as with their heads." Often referred to as "Experiential" Learning, Action Learning provides a safe practice field for applying new skills and for action-based assessment of participant styles and capabilities. Communication improves and trust increases as people work through change. Action Learning is effective in all organizations. It improves conditions in schools and family systems. It enhances the performance of local governments and law enforcement agencies. In the modern fiercely competitive business environment it allows organizations to respond more rapidly to market changes, new technology and customer service requirements. Action learning involves working on real problems, focusing on learning and actually implementing solutions. It is a form of learning by doing. Action learning is based on a radical concept: L = P + Q. Learning requires Programmed knowledge (i.e. knowledge in current use) and Questioning insight. It also uses a small group to provide challenge and support: individuals learn best with and from one another as they each tackle their own problem and actually implement their own solution. The process integrates: research (into what is obscure); learning (about what is unknown); and action (to resolve a problem) into a single activity and develops an attitude of questioning and reflection to help individuals and organizations change themselves in a rapidly changing world. Written  by Madhavan T Gopalachary References & Acknowledgements: Institute for Action Learning web site - www.ifal.com and a few other web sites offering action learning training programs. The views, opinions and interpretations are personal. Sponsorship does not mean that the sponsors endorse them. © Copyright, Dec-08 . www.madgopes.com . Without prejudice. All rights reserved