The Action Learning Team Process Questionnaire

©2019 ITAP International, Inc. All Rights Reserved.
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The Action Learning Team
Process Questionnaire™

The Benefits of
Action Learning
1. Previously unsolvable problems are
solved
2. The organization becomes more
resilient
3. The organization changes in the right
direction
4. Managers and employees develop
their skills and abilities
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Why Businesses Rely on
Action Learning
Action Learning
• Creates high performance, cross-
functional work teams
• Builds learning organizations
• Transforms corporate culture into a team-
based organization
• Develops capacity for continuous learning
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Why Use Action Learning?
1. Lead organizational change
2. Develop “talent” by giving them real
business problems to solve
3. Expand the capabilities of “talent” by
partnering them with “talent” from
various functional disciplines
4

Why Use Action Learning?
4. Break through the barriers to previously
unsolvable problems
5. Give “talent” visibility to Senior
Management
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Attributes of Action Learning
Teams
1. An action learning team consists of four
to eight functionally and otherwise
diverse individuals that
– Bring a range of perspectives
– Ask “fresh” questions
– Challenge long held assumptions that may be
blocking problem resolution
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Teams
2. The action learning problem selected is
always REAL, usually highly-complex,
somewhat time-urgent
3. While it was previously untried or
unsolvable, the team is asked to solve it
within a set period of time
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Teams
4. The team is not assigned a leader. There
is an external facilitator who guides the
learning experience (e.g. advisor,
“learning coach” or mentor)
5. The team functions as a self-directed
work team, with responsibilities
distributed and decisions arrived at by
consensus
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Teams
6. When designing an action learning
experience, consider both the problem
and the setting
7. The most compelling learning occurs
when the setting and the problem are
unfamiliar to the team members
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Teams
8. Team members do not lean on the
external facilitator when problems
develop, they learn on their own
9. Action learning teams typically focus on
two types of projects:
A. Joint projects, involving all team members
B. Individual team member projects presented
to the team
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Teams
10.Group dynamics are key to an effective
action learning experience
11.Evaluation of the learning must occur. In
action learning teams, learners should be
encouraged to reflect on what is occurring
at any given moment, and over time
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Action Learning Results
• The outcome is a report to Senior
Management that:
– Provides an analysis of the problem
– Recommends alternative solutions for
consideration
– Includes cost-benefit analysis for alternatives
– Provides possible roadmaps/action plans that
may incorporate team members in driving the
chosen solution
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Fulfilling the Potential of Action
Learning Teams
Action learning teams need support
• The team’s effectiveness should be
measured and monitored
• This assures that team members develop:
– Management/leadership skills
– Problem-solving skills
– Cross-functional expertise
– Diversity appreciation
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The Right Tool:
The Action Learning Team
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Use the Action Learning Team
Process Questionnaire™ (ALTPQ):
• To determine the level of process
effectiveness on action learning teams
• To measure the level of process
effectiveness on such teams over time
• To compare process effectiveness to
productivity

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Use the Action Learning Team
Process Questionnaire™ (ALTPQ):
• To help the team(s) take charge of its (their) own
learning
• To help the team consider interventions it needs
to make in order to increase team effectiveness
and remove internal conflicts
• To compare process effectiveness on specific
action learning teams with what is occurring in
similar teams in other organizations

ITAP’s Action Learning Team
• The ALTPQ can help to:
–Spot team problems before they
become very serious (e.g., balance of
workload)
–Map team effectiveness
–Monitor learning so learning coach
can help members develop
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What Does the ALTPQ Measure?
o Team fundamentals
o Member development
o Group communications
o Trust
o Goal clarity
o Conflict resolution
o Quality of learning taking place
o Various aspects of Action Learning (e.g. impact,
skills enhancement, type of problem etc.)
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SAMPLE RESULTS
Spidergrams Examine
Team Results in Relation
to Selected ALTPQ
Questions

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B1
B2
B3
B4
B5
B6
ALTPQ Data for Team B
Question 12: Describethe level of trust on this team.
Q.12
KEY
1 Weak 2 3 Moderate 4 5 Strong 6
Trust
1
2
3
4
5
6

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Trust
Team B Results:
• Trust is obviously a problem point for this team,
with three of the six team members feeling that
there is high trust, while two team members
assign a very low rating, and one has a moderate
view
• This result suggests cliques within the team and a
potential for internal team conflict

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A1
A2
A3
A4
A5
A6
A7
A8
ALTPQ Data for Team A
Question 22: Describe the degree of learning that has occurred versus other learning
experiences you have had.
Q.22
KEY
1 The degree of learning has been much less than other learning experiences 2
3 The degree of learning has been about the same as other learning experiences 4
5 The degree of learning has been much higher than other learning experiences 6
Team Members Assess the Learning
Opportunity
1
2
3
4
5
6

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Team Members Assess the Learning
Opportunity
Team A Results:
• Six of the eight team members agree that the
learning compares favorably to other learning
experiences that they have had
• Two team members are of a more moderate
view, but still on the positive end of the scale
with a rating of 4

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D1
D2
D3
D4D5
D6
D7
ALTPQ Data for Team D
Question 26: Do you expectyour recommendations and/or those of the team to
be implementedwithin the organization?
Q.26
KEY
1 Not at all 2 3 To some extent 4 5 Entirely 6
Would the Organization Implement
the Team’s Recommendations?
1
2
3
4
5
6

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Would the Organization Implement the
Team’s Recommendations?
Team D Results:
• There is doubt about whether the organization
would implement the team’s recommendations
(ratings of 2 and 3 from six of the seven team
members)
• Only one team member seems to have a positive
expectation (it is in the moderate range)
• The team’s enthusiasm might be dampened by the
belief that management is not genuinely interested
in the recommendations that the team will provide

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Clients’ Testimonies about ITAP’s Tools
and Approaches
You showed your commitment to building our relationship by giving us
content up front, before we even had an agreement.
German/US American Medical Devices Company
This is impressive work. You have captured the voices of each of the
groups. Thanks – we know you've gone beyond the contract.
VP of Diversity at a global pharmaceutical company
Without hesitation, ITAP exceeded our very high expectations. We will
look forward to partnering with you again in the future.
Organizational Effectiveness Group Manager at a global Financial services company
Before
During
After

• Order a team assessment for your team,
email ITAP: cbing@itapintl.com
• To learn more, order Many Cultures One
Team: Build Your Cultural Repertoire by
ITAP’s CEO, Catherine Mercer Bing
http://www.TechnicsPub.com
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To Get Results for Your Team

Team Process Questionnaire
System (TPQ)
• The Team Process Questionnaire System
has 3 versions serving 3 kinds of teams:
– Action learning teams (ALTPQ)
– Global teams (GTPQ)
– Domestic teams (OTPQ)
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Catherine Mercer Bing
CEO, ITAP International, Inc.
Managing Director, ITAP Americas, Inc.
707 State Road, Suite 106
Princeton, NJ 08540 USA
(W) +1.215.860.5640
(M) +1.609.937.1557
http://www.itapintl.com
cbing@itapintl.com
SKYPE: CatherineBing

The Action Learning Team Process Questionnaire

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