Embracing Cultural Diversity in Action Learning

Welcome to the world of Action Learning, a structured process designed to help individuals think through real and important issues to create personal solutions. In this article, we delve into the nuances of facilitating action learning in a cross-cultural context, drawing insights from an engaging webinar hosted by Ruth Cook, the founder of Action Learning Associates, and Nick Wright, a psychological coach and organizational development consultant with extensive experience in international NGOs. Together, they share their rich experience and practical strategies for navigating the complexities of cross-cultural action learning sessions.

Understanding Action Learning

At its core, action learning is a process that allows an individual to explore an issue deeply by receiving questions from a group, rather than advice or instructions. This group, typically consisting of 5-8 people, provides a safe space for open and honest discussion. The key skills emphasized in action learning include listening, exploring, and reframing, rather than debating or advising.

The Challenge of Culture

Culture can significantly influence how individuals participate in an action learning session. Cultural differences can affect how questions are posed, how individuals respond to authority, and how personal feelings are discussed. Recognizing and addressing these differences is crucial for the success of action learning in a diverse group.

Navigating Cultural Differences

• Question Posing: In some cultures, asking direct questions without a preamble may be perceived as rude or disrespectful. Facilitators may need to adapt by encouraging a more nuanced approach to questioning that respects cultural norms.

• Authority and Expertise: In certain cultures, leaders are expected to have all the answers. This belief can make it challenging for managers to openly explore issues without feeling their authority is being undermined.

• Personal Feelings: Discussing personal feelings may be deemed unprofessional or too intimate in some cultural contexts, making it important for facilitators to be sensitive to these boundaries.

Practical Strategies for Cross-Cultural Action Learning

• Building Relationships: Establishing trust and understanding among group members is foundational. This might involve dedicating time for participants to share personal stories or using visual metaphors to express individual perspectives.

• Adjusting to Authority: Understanding the dynamics of authority within the group and adapting the process to accommodate different cultural expectations around hierarchy can help maintain respect and engagement.

• Co-creating Solutions: Engaging the group in a dialogue about potential cultural challenges and working together to adapt the action learning process can ensure it is effective and respectful of all participants' backgrounds.

• Reframing Questions: If certain types of questions are not culturally appropriate, facilitators can guide participants in reframing these questions in a way that is more acceptable.

• Contracting and Reviewing: Establishing clear agreements on how the group will operate and regularly reviewing these agreements can help address any cultural sensitivities that arise.

Conclusion

Action learning in a cross-cultural context presents unique challenges but also offers rich opportunities for learning and growth. By recognizing and respecting cultural differences, facilitators can create a supportive environment where all participants feel valued and able to contribute fully. The insights shared by Ruth Cook and Nick Wright provide a valuable framework for navigating these complexities and fostering effective, inclusive action learning sessions.

For more information on action learning and to view the webinar in full, visit Action Learning Associates' YouTube channel.