Emergence in action learning

27/11/2024

‘What happens is what happens. The beauty is in the imperfection.’ (Will Moule)

I can already hear those with a perfectionist streak raising shrill voices of protest. ‘Surely we should be aiming for the ideal?’ I ran an Institute of Leadership and Management recognition workshop for Action Learning Associates-trained Action Learning (AL) facilitators yesterday. One of themes we discussed is how to work with emergence in an AL set (a group of peers doing AL together). This is core to AL facilitation and often quite different to, say, managing training.

How is that? What does that mean? Firstly, the agenda for an AL set lays in the hands of set members; the process in the hands of the facilitator. More often than not, the facilitator won’t know in advance what challenges set members will choose to address in a specific AL round (session) when they select and work on issues to reach a solution. Peers are unlikely to know, too, what questions they will pose and how an exploration will unfold organically during that round.

Those presenting (that is, thinking through an issue with support and challenge from peers) sometimes don’t know at the outset what the crux of an issue is for them; and won’t know until the round progresses what direction an exploration may take, what discoveries may surface and what the resulting outcomes may be. AL therefore involves inviting and staying with, as far as we can, a state of curiosity – an openness in the moment to whatever of significance may arise.

A paradox for the facilitators lays is that, insofar they may try to control what happens in a set to achieve an ‘ideal’ process or outcome, that same effort to control may inhibit or even prevent optimal results – a bit like how grasping a beautiful flower too tightly may squeeze the life out of it. An effective AL facilitation style entails adopting an open, agile presence and stance, trusting that what needs to be said will come up naturally. Hold the process and release the group.

(See also: Emergence in coaching; Test and learn; Plan vs prepare)

12 Comments

Dan Bennie

27/11/2024 10:16:02 pm

Hi Nick. I’ve worked with Action Learning, and while I appreciate the emphasis on openness, I see a potential risk: time. In a fast-paced project setting, we can’t always afford to let discussions meander. That said, I’ve also seen how structured curiosity can lead to breakthroughs. The trick, in my experience, is balancing “emergence” with gentle steering. Let the group find its way, but keep an eye on the clock. Imperfection may be beautiful, but deadlines aren’t optional!

Nick Wright

28/11/2024 09:46:42 am

Hi Dan. Yes, part of the role of the facilitator is to enable the set (group) to make best use of the time available and to support the set - which sometimes involves providing light-touch guidance - to reach its goal(s) for that session within that timeframe. In principle, this involves enabling the group to create and sustain appropriate focus and boundaries, and then to work with emergence - with attention to that focus and within those boundaries. We can think of this as a tight-loose approach: https://www.nick-wright.com/blog/tight-loose

Tracie Ferran

27/11/2024 10:17:40 pm

Hi Nick. This blog feels like an intriguing glimpse into a world I’ve never encountered. Action Learning sounds almost magical in its ability to harness the unpredictable flow of group dynamics to create something meaningful. The phrase “stay with curiosity” strikes me as particularly profound. It feels almost Zen-like, a reminder that life’s richness often comes from our willingness to be present, not from our striving to control every outcome.

As someone unfamiliar with Action Learning, I find myself wondering how this principle might apply more broadly. How often do we, in our work or personal lives, cling to an “ideal” only to realize that it constrains us? This post invites us to loosen that grip. The idea of trusting emergence is simultaneously unsettling and exciting. I’m not sure I could fully let go of control, but perhaps that’s precisely the point. Growth lies in the discomfort.

Thank you for introducing me to this thought-provoking concept. I feel inspired to learn more.

28/11/2024 10:06:45 am

Thank you, Tracie. Yes, I'm often amazed by what emerges in an Action Learning set (group) when we co-create the optimal conditions for fresh insights, energy and agency to arise. Qualities such as curiosity and courage can make a great difference, along with others such as humility and trust.

In an actual set, these qualities aren't experienced as separate things - it's more like an overall a spirit of presence and engagement. I agree that, in some times and situations, clinging to ideals can be limiting (whereas in others e.g. where there are serious health and safety considerations, the ideal would be appropriate).

'Growth lies in the discomfort' - yes, indeed - and it's sometimes about learning to live with the discomfort rather than seeking to avoid or resolve it, then see what emerges. These short related pieces may be of interest?

https://www.nick-wright.com/blog/control-to-curiosity
https://www.nick-wright.com/blog/emergence
https://www.nick-wright.com/blog/perfect
https://www.nick-wright.com/blog/great

George Draper

27/11/2024 10:21:50 pm

I’m sorry, but “the beauty is in the imperfection” is not something I can get behind. Why settle for less when we can strive for excellence? I get the idea that Action Learning thrives on exploration and discovery, but without clear goals, isn’t there a risk of wandering aimlessly?

As someone who values structure, I find it hard to believe that releasing control can lead to better outcomes. Trusting the process sounds good in theory, but in practice, doesn’t it invite chaos? I would need to see hard evidence before I could embrace such a loose approach.

28/11/2024 09:38:11 am

Hi George. Thank you for modelling the creative power of posing interesting and challenging questions. That same spirit lays at the heart of Action Learning.

In order to release the potential of such questions in an Action Learning set (group), we use a semi-structured and goal-oriented process - guided by the facilitator - which help creates the conditions and container within which insights and agency through emergence have opportunity to materialise.

For an example of research in the field of emergence, its nature and influence on change and development, this short paper by Margaret Wheatley may be of interest: https://www.margaretwheatley.com/articles/using-emergence.pdf Action Learning has some similarities with what she describes as Communities of Practice.

Paul Francis

27/11/2024 10:32:07 pm

Thank you for sharing this blog, Nick. Very thoughtful.

As a leadership coach, I connect well with the concept of embracing imperfection as a foundation for growth. Action Learning, as described, reflects a profoundly liberating approach to facilitation. By relinquishing control and leaning into the natural flow of exploration, facilitators create a safe yet stimulating space for participants to uncover insights they might not have accessed through more rigid methods.

I’ve witnessed similar dynamics in coaching sessions where the client’s agenda leads. Often, the breakthrough comes not from pre-planned interventions but from the serendipitous discovery that arises when I trust the process. This idea of “emergence” aligns with modern leadership development principles, where adaptability and curiosity outweigh rigid adherence to plans.

To those perfectionists who struggle with this concept: consider this an invitation to experiment with the beauty of imperfection. You might just find the results are far richer than what your carefully crafted ideals could achieve.

28/11/2024 10:15:54 am

Thank you, Paul. Yes, I think it calls for an Action Learning facilitator to ask questions such as, 'What would be a great outcome for this set and round?'; 'Where do my own responsibilities start and end?'; 'What am I willing to let go of to allow emergence to do its work?'

I think 'serendipitous discovery' is a great way of describing it. As I reflect on the various comments to this blog so far, I can see a similar principle. I couldn't have anticipated in advance who would respond and what insights, questions or challenges they might pose - and yet so enriching.

On the emergence in coaching front, this short piece may be of interest? https://www.nick-wright.com/blog/emergence

Hans Vogel

28/11/2024 09:22:25 am

"Emergence" is excuse to avoid your responsibility Nick Wright.

28/11/2024 09:48:25 am

Hi Hans. If we were to reframe your challenge as a question, it's the kind of question that can prove very catalytic in an Action Learning round (session).

Mark Dunlop

28/11/2024 11:18:06 am

You've caught my interest with this blog on emergence Nick. Looks like you've got an OD background. Can you recommend a good book on emergence at organisational levels? Thanks!

28/11/2024 11:20:48 am

Thanks Mark. I would recommend a glance at Deborah Rowland's excellent book, Still Moving (2017), especially chapter 8: 'The Time for Emergence'.