ABSTRACT
This chapter shows how action learning is utilized for staff and organizational development in the London Borough of Ealing. It asks participants who have had a high level of involvement with action learning to elicit their learning and applications to the workplace. These participants experienced the process, initially, as part of an in-house management development programme (MDP) and then became members of a set designed to develop facilitators so that the authority was not dependent upon external facilitators. Introducing action learning into the London Borough of Ealing in 1995 was a way of bringing reflective learning into the organization as part of a new management development programme. The chapter considers where Ealing was in terms of being a learning organization and looked at the role of action learning within that and finally looked at how the facilitator programme could be developed in terms of delivering action learning more widely.
