The London Policing College are on the National Procurement Framework for Blue Light Services for Action Learning Sets. Our Action Learning Sets module provides the deliberate and intentional provision of time and space for an individual to engage in reflective learning. It is both supportive and challenging. Action Learning Set members learn to listen without judgement and question openly, enabling each other to discover their own solutions to the issues they bring. The approach allows for a wide number of learning styles but is particularly useful to support staff learn in fast changing and new situations. Our delivery offers you and your organisation a unique learning opportunity as our training is delivered by individuals who have worked with and understand the policing environment, and who have extensive experience of delivering to high ranking Police Officers and Staff and Senior Officials in other Government Organisations.
Action learning is a group coaching process that builds on the relationship between reflection and action. Action learning provides the deliberate and intentional provision of time and space for an individual to engage in reflective learning. It is both supportive and challenging. Action Learning Set members learn to listen without judgement and question openly, enabling each other to discover their own solutions to the issues they bring. The approach allows for a wide number of learning styles but is particularly useful to support staff learn in fast changing and new situations.
Our training is not just teaching people how to do things but developing leaders who can respond to the new challenges they will face. Our COPS3 progressive learning system™ ensures that our programmes develop effective and capable staff by developing Leadership skills, Competence and Community engagement and to do this our Action Learning Set model, whilst allowing for people to consider their own issues, is focussed on the needs of the Organisation by providing a unique blend of:
- Masterclass: or how others dealt with challenges, where the subject matter can be selected by the Force and the key issues to be considered agreed in advance; and
- Action Learning Sets: to build this into individuals’ approaches to challenges
We offer three approaches organisations may wish to consider
Service delivery improvements. Identifying barriers to service delivery or to develop responses to new challenges. These need to be discussed with line managers and must provide measurable outcomes. This could be specific activity to deal with a service failure or emerging crime threat or could be as part of a cross organisational project to improve partnership working.
Approach: Masterclass on a policing issue or group of issues with a number of officers/staff who are responsible for Strategic, Tactical, Operational and Support response. Group then considers how this fits into their personal understanding of the issues that affect their force and where new responses are needed. The Action Learning Set then facilitates critical thinking and working through the issues each individual brings helping them to design and test their personal response in the workplace.
Issues could be as significant as responding to major disorder or simply how to improve the quality of service or effectiveness in an everyday task such as crime performance or community engagement.
Personal development. Using Professional Development Plans individuals scope their development needs, agree these with their line managers and set measurable outcomes. These could be part of generic or tailored Leadership Development Programmes.
Approach: Participants develop a series of personal development objectives which they agree with their line manager. They bring these with them to the Action Learning Set to improve their approach and performance. This is a traditional approach and could be linked with diagnostics run by the force such as MBTI, 360 degree feedback, etc.
Used to support wider leadership programmes, such as PS or Inspector development, introduction to Senior Management, executive leadership, etc., the issues are not always police specific often with generic leadership and management themes. Unlike traditional leadership programmes members of the group focus on achieving their personal development goals and not lectures on theoretical and less relevant learning outcomes.
Team development. Considering the issues teams and groups of employees may have to achieve their full potential and to work out how to resolve these. This could be as Talent Management or Positive Action programmes
Approach: Very similar to above but focused to support particular groups or teams with particular problems. However our COPS3 progressive learning system™ approach ensures focus on developing operational competence and community engagement skills as key elements for success.
Often Action Learning Sets are used in Positive Action Programmes to provide support networks and address confidence issues. By linking with key operational capability our approach to Positive Action and Talent Management is focused on tangible changes in workplace performance not just personal development and support. This will lead to greater performance and achievement over the longer term.
The Framework name and number is – Leadership Development Framework – 34T – The documents can be accessed from Bluelight on www.bluelight.eu-supply.com
To discuss your requirements or to find out more please Contact us
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