Our knowledge exchange and professional development initiative is based on the tried and tested action learning set model of problem solving through group discussion of workplace issues. The Planners in the Workplace programme has funded two pilot Groups to help RTPI members develop their professional knowledge and expertise. 

Through the discussion of workplace issues, individual Group members will be able to reflect on their own knowledge and experience and evaluate it against the knowledge and experience of others, helping improve their own performance and deepen their understanding of a wide range of subjects. In addition to forming Groups, this method of learning can also be applied to existing training opportunities offered by employers.

Membership of a Group, whether it be planner-only or cross-disciplinary, can help develop a wide range of skills, such as management, leadership, communication, team working and problem solving. Groups can also help address topics that some individuals find difficult to deal with through tradition seminars and courses, you may learn the theory but how can you make it work in practice? Such discussions can also empower staff, helping them discuss with confidence ideas on how to improve performance and apply these new insights to their work practices.

Groups may also help support other forms of training. For example, staff who have attended a course on urban design can bring their new insights to a Group meeting at work, facilitating open and frank discussion about how design considerations can be used with confidence when assessing applications, helping to raise awareness and appreciation of good design.

The introduction and self-help guide provides the basics, but the following information is designed to help develop groups that meet the needs of both staff and employer.

What sort of Group should be formed, and what should they discuss?

Some Groups may be formed by individuals or employers motivated by topics that they would like to deepen their understanding of. Other Groups can be formed by those who will have already identified a topic or theme, and intend to promote it to interested practitioners. 

If Groups are to be added to an existing training course, then those developing the programme can decide on relevant themes complimentary to the course.

Do we need a facilitator?

Yes. The role of a facilitator is different to that of a chair. A facilitator creates an environment that focuses on a positive learning experience for all, encouraging Group members to discuss the real issues that concern them. The role of the facilitator is to:

• work with the Group to agree the ground rules for discussion, for example, time allocated for the meeting, issues around confidentiality, topic for discussion.
• help Group members challenge their own thinking and reflect on the experiences of others, enabling a deeper understanding of issues faced in the workplace.
• ensure that Group members are focused on the member who is presenting an issue, and manage the meeting so that everyone is able to contribute.
• over time Groups can develop this skill themselves and become self-facilitating. Other Groups may be formed by individuals who have experience of action learning or who are confident that they can facilitate the discussions. Some Groups, particularly those dealing with senior managers, will require an experienced facilitator.

Examples of different Groups are provided in the guide. We will be working with members to develop this initiative and over time we will provide details of other Groups as they are formed. If you would like to talk through any thoughts and ideas you may have then please contact Chris Sheridan, PIWP manager on 020 7929 9483.

A copy of the introduction and self-help guide can be downloaded here

Author:

Chris Sheridan

Publisher:

The Royal Town Planning Institute

Date:

15-Jan-09

Categories:

Planners in the Workplace 

Sections:

Member Services

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