ABSTRACT
Active listening to the set members allows each person to learn about that person's needs and wants; to understand better what motivates them and what makes them feel valued – and so serves to build the necessary trust and empathy. Action learning adds structure to personal experience by giving time and space for reflection. Time dedicated to reflection in action learning sets nudges individual set members towards action in the workplace, in part due to the peer pressure from other set members. For many set members, being a member of an action learning set can feel like a strange experience. While individuals who become members of an action learning set usually identify with, and are committed to, their own employing organisations, the insights which typically come from such involvement can also commit them to a set of core values or a cause which may differ fundamentally from the dominant culture of their organisations.
