Posting this here as I could not post it in Facebook as a comment on a post. I suspect for length reasons!
The post asked:
I recently ran my first WOL circle this year. Enjoyed the experience and was explaining it to an L&D colleague last week. They asked me a question about the differences between WOL circles and Action Learning Sets and I didn't really have a great or definitive answer. I did some digging and found this article and would like to you know if you agree / disagree / have different ideas about the comparison. Cheers
My response:-
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Hi, Mike, yes I heard that podcast episode (https://goo.gl/EJGwTG) and heard your circle talking about their circle experience.
(note to those that have done or are doing WOL circles in a single organisation, I would love you to heavily critique and comment on what follows from me to help me understand your point of view on this)
Re action learning and action learning sets, I worked for 10 years at a global publisher who were big on action learning. I was part of one action learning set during my time there. For info, that company went on from action learning sets to spec and deliver its own Masters degree programme with a local university business school. I was on the company's academic board during the time when that went from an idea to full implementation. More info on that company's experience in this article:
https://goo.gl/E4XWJC
2017 has seen my introduction to Working Out Loud Circles. I recruited, facilitated and was part of my 1st circle in Q1 and did the same for my 2nd circle in Q3/4. In both cases these were global and virtual and were largely with people I had no or minimal contact with in different organisations and none.
I am big on definitions and big on following methods in a pure way.
Action Learning:
"Action Learning is a process that involves a small group working on real problems, taking action, and learning as individuals, as a team, and as an organization. It helps organizations develop creative, flexible and successful strategies to pressing problems."
[never seen that web site before now but the definition is good!] https://goo.gl/qfGS1G
Action Learning Set:
"Action Learning Sets are a structured method enabling small groups to address complicated issues by meeting regularly and working collectively. This tool is especially geared to learning and personal development at the professional and managerial levels."
[never seen that web site before now but the definition is good!] https://goo.gl/SyBXik
Working Out Loud Circle:
A group of 5 people who go through a 12 week programme of content and exercises listed in freely-downloadable circle guides meeting for 1 hour per week in person or virtually. In parallel, members of a circle set their own personal development goal, which may or may not be work-related, to be achieved by the end of the 12 weeks. The goal must be something the person is passionate about, cannot be done on their own i.e. needs other people's input, is development-related i.e. learning something new and is achievable in the 12 weeks.
[my definition made up for this response]
The following are dimensions for comparison and my assessment of the 2 approaches based on my personal experience which in the case of action learning sets may be atypical:-
A: Who initiates?
Action Learning Sets (ALSs) were mandated by the company's directors and all managers were expected to go through the process.
WOL Circles (WOLCs) are currently largely voluntary when they are running in one organisation and are usually, currently, grassroots initiatives which often get corporate support later when they are obviously successful. I have no direct personal experience of doing a WOLC in an organisation but have knowledge of how 1 German organisation runs large projects through circles.
B: Who takes part?
ALS participations tends to be mandated by an organisation but can be voluntary.
WOLCs are also voluntary in organisations but anyone in the world can get 4 people together and just start one with the minimum of admin etc and so are totally voluntary. I note that I love diversity and have been in circles with people that are looking for a job when not currently having one and people who are looking to return to work and their career after years of bringing up their families.
C: Who leads?
In the ALS I was a part of we were led by a third party L&D professional. In WOLCs there is no leader but someone needs to facilitate to make sure the circle happens. When WOLCs are run in n organisation there may be mentors or coaches that assist the running of circles.
D: Input Content
In the ALS I was involved in there was some standard management and leadership content that was taught to all of us via an instructor at the front that we then applied on our own or as a group.
WOLCs have the circle guides that include exercises that are not organisation-specific and would apply to anyone regardless of any position they hold or do not hold in any organisation. The WOLC content definitely takes people through a process of working more effectively in real life and digitally.
E: "The Goal"
In the ALS I was in, we each had to pick a problem/opportunity that the organisation faced. That goal was then agreed or otherwise by the directors. We then worked on our goals largely separately with the occasional presentation back on progress. Ultimately, we each presented our findings to the board of directors seeking authorisation to implement.
In a WOLC you choose your own goal and you do not have to agree that with anybody although there can be some challenge from your fellow circlers if yours fails the 4 criteria test! In organisations that are running circles there may be more validation by that organisation on the goals that are chosen.
F: Duration
I cannot remember how long the ALS lasted. It may have been 6 months.
WOLCs last for 12 weeks.
G: Frequency of Meetings
I have a vague recollection that the ALSs met monthly.
WOLCs meet weekly.
H: Commitment
This is down to the participant in the ALS and the WOLC. Given that in an ALS you were doing a project that you had to present to the board, there was a focus on doing a good job! Whilst the WOLCs I have been in were far more informal, they were probably deeper in impact as a result. In both approaches, you get out of it what you put in.
Overall Assessment:
I could make a case for either ALSs or WOLCs to run in an organisation depending on the requirement of the organisation in question. I personally believe that making ALSs or WOLCs compulsory and/or having to have your goal approved would lose the power of either approach. But if I lapse into an organisational formal power role I can see the advantage of upskilling the people in an organisation to work in new and more effective ways consistently.
Personal Comments:
I have spent the past 4 years in my own time developing myself through MOOCs, book clubs and now WOL circles.
I have loved being able to learn what I want, where I want, with who I want without any recourse to anyone in my organisation for authorisation, budget etc.
I can see there being scope for having goals in a circle that use specific content to address a specific goal e.g. doing a WOLC and either e.g. (1) using the Designing Your Life book OR (2) the Jane Bozarth "Show Your Work" book. I still personally believe that a WOLC operating on the same organisational goal would contaminate and compromise the fundamental ethos and personal accountability in a WOLC.
My learning is a continuing adventure (updated continually @ https://goo.gl/y539YL).
About your circle experience:
I noted the issues your circle stated in the podcast with interest.
There is certainly a difference working with "strangers" where there are no assumptions about the other people in the circle rather than people who already know each other. I would say personally that I have now also had the great experience of circling with someone who was not a stranger and who I specifically wanted to circle with to learn from their experience.
The circle guides take people on a journey and are applicable to a vast range of people regardless of age, experience and roles.
The exercises in the circle guides may appear trivial and basic to some but are worth persisting with to understand the power of them. I can see those exercises being helpful even if someone was to become a serial circler.
The number one criteria for a WOLC goal is that the person is passionate about it. If a person is really passionate about their goal they will meet that goal come hell or high water.
I would encourage (all of) you to give circles another go.
> Chris
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