Certified coaches and facilitators represent a vital source of organizational learning, and in this capacity they are required to respond to ever-changing client needs. Sometimes processes and tools canít respond to these changing circumstances.
∑Do your coaching and facilitation methods programs always answer these challenges? ∑Do the designs of your interventions achieve the established outcomes? ∑Are the designs achieving sustainable results? Do they result in increased engagement? ∑Can you measure the effectiveness of your interventions? ∑How do you capture the learning? How do you make it transferable?
Action Reflection Learning (ARL) can be a powerful tool to bring about increased competency levels, engagement, and behavioral change in your organization. Because it is a learning methodology, and because it establishes specific outcomes on five different dimensions, ARL makes it possible to measure change and then design processes aimed at achieving the outcomes.
The Learning Coach is an integral, vital part of all learning interventions and processes.
Read how to use the 16 Elements
The book provides full and useful descriptions of each of the 16 Elements that constitute the essence of Action Reflection Learning methodology . The authors outline the five stages of learning and have provided a map setting out how the 16 ARL Elements are located in each of the stages.
The book describes how the Learning Coach facilitates or implements each element, and elements are depicted as follows:
What is it?
When is it applied?
How is it applied
And what is most helpful to designing an intervention using ARL. The stories of LIMís organizational and personal interventions throughout the book are each illuminated by what element the intervention in question used and when.