Learning Circle
Overview (short introduction to the method):
Learning Circle is a flexible, peer-directed learning experience that is built upon the idea that everyone has something to contribute and that everyone has something to learn. The method is adopted from Action Learning, an adult development theory which posits that adults learn by gathering what is known (explicit and tacit), asking questions to create deeper insights, and reflecting on actions.
Learning Circles use the real world issues of the participants as a sort of ‘active case study’ for exploration and action planning. When properly facilitated, Learning Circles encourage growth, create change as well as enable the development of trust, authenticity, and resilience in an organization.
Objectives:
The Learning Circle is a method that encourages all key stakeholders to speak, listen and participate in learning, problem-solving and making decisions. Participants observe, interpret and experience not only their own feelings and viewpoints about an issue, but also broaden their perspectives by considering the many viewpoints around them. Specific objectives for the Learning Circle and how to achieve them are set up and agreed upon by the group members. Learning Circles meet on a regular basis but the number of meetings, length and frequency of the meetings are determined by the group.
Group size:
8 - 12 participants
Time:
at least 60 minutes for a session
Materials:
room
chairs or pillows to seat
paper and pens
sometimes projector and computer
Instructions:
Learning Circles can take many forms. They can be a roundtable at work, a brown bag series, or a virtual session with participants from around the world. Sessions can be ongoing or organized on an ad hoc basis to deal with a particular issue.
Basic features of a Learning Circle:
* It is a process for small-group learning that is voluntary and participatory;
* It is a small group, usually 8 to 12 individuals, who may volunteer or be selected to participate;
* It is led by a facilitator who is impartial, who helps manage the learning process;
* It considers many perspectives, rather than advocating a particular point of view;
* It is rooted in dialogue, not debate;
* It has multiple sessions which move from personal experience of the issue, to considering multiple viewpoints and possible strategies for action;
* It does not require consensus, but uncovers areas of agreement and common concern.
Sample process of the Learning Circle:
1. The welcome and introductions is a time to gather the group, set the tone for the discussion, choose a facilitator, help people get to know one another, and begin the conversation.
2. Setting up the ground rules (also known as guidelines or agreements) that help the group members conduct respectful, productive discussions. Each group develops its own ground rules at the beginning and uses them in all sessions. These guidelines “belong” to the group - they can modify them at any time, and group members are expected to help enforce them.
3. Dialogue and deliberation are at the heart of a Learning Circle. Participants use dialogue to build trust and explore the problem. This can include viewpoints, data, and other content. Participants also deliberate - weighing the pros and cons of different choices. This leads to concrete action ideas.
4. The summary is a time to reflect on key themes and look for common ground. The session ends with a wrap-up, instructions for next time, and a quick evaluation.
The core principle of the Learning Circle includes equality of participants and absence of traditional hierarchy: a teacher/trainer/coach to students. It means that both Learning Circle leader (or facilitator) and participants carry responsibilities for preparing materials for the sessions, setting the aims and organizing the work, thereby creating a good balance between knowledge acquisition and communication. The process is organized and planned with learning aims being defined by the participants and they bear the responsibility for reaching these aims cooperatively.
Learning circles support adult learners by providing them the choice in what, how, with whom, and when they learn. Participants build incrementally on what they already know. They apply their knowledge to real-world challenges, receive feedback from peers, and learn new processes and approaches modelled by their peers. Learning Circles are a mechanism for the knowledge expansion and action-oriented team collaboration that encourages growth in organizations.
Variations:
The Learning Circle method is appropriate for practically any application, including teambuilding, networking, problem solving, culture change, cross-cultural communication, and professional development. Organizations should recognize the value of learning circles and encourage their creation as a structure to support employee development and the creation of new individual and organizational knowledge.
Reference:
Debby McNichols, Laura Whitaker, Tapping into the power of Learning Circles, 2015.