In the June 26,2013 ICF Philippine Chapter Learning Session open to ICF members and guests, professional coach and author Ernie Turner was guest speaker (seated at center of group).  He shared some of the “gentle interventions” – approaches and tools – that he has used in his practice coaching teams and which he has written about in his latest book Gentle Interventions for Team Coaching: Little things that make a BIG difference.  The title is available in Fully Booked and in

Ernie Turner is the President of LIM LLC, a global consulting firm focused on developing leaders and teams using Action Reflection Learning, a Scandinavian methodology LIM introduced in the USA in the 1980s. He has been an executive coach for 27 years working with MNCs and not for profit leaders and executive teams around the world, developing their leadership skills and competencies to face mergers, cultural change, and any organizational transition with a holistic and optimistic perspective.

What is Action Learning?

“Professor Reginald Revans, coined the term Action Learning to describe  an educational method that he developed in the UK in the 1940s. Action learning is an educational process whereby the participant studies their own actions and experience in order to improve performance. This is done in conjunction with others, in small groups called action learning sets. It is proposed as particularly suitable for adults, as it enables each person to reflect on and review the action they have taken and the learning points arising. This should then guide future action and improve performance.”

“What exactly is action learning? Simply described, action learning is a dynamic process that involves a small group of people solving real problems, while at the same time focusing on what they are learning and how their learning can benefit each group member, the group itself and the organization as a whole.”

What is Action Reflection Learning?

“This approach, developed at the MiL Institute in Sweden during the 1970s and later in the USA, was based on Revans’ principles. It quickly incorporated a facilitator (or ‘learning coach’) which Revans did not, it emphasized the importance of reflection in developing and implementing projects and it saw a role for the ‘expert’ (of which Revans was, by and large, critical).”

“In 2004, Isabel Rimanoczy researched and coded the ARL methodology, identifying 16 elements and 10 underlying principles.”

“The Sixteen Elements of ARL

1.Taking ownership for one’s learning

2.Just in Time intervention


4.Balance Task/Learning

5.Guided Reflection


7.Unfamiliar Environments

8.Exchange of Learnings

9.Appreciative Approach

10.Safe environments

11.Holistic involvement of the individual

12.Learning and Personality Styles

13.Coaching one on one 14.Sequenced Learning

15.Learning coach

16.Five System Levels”

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