What is action learning? You can find a lot of things about action learning on the Internet, but in the end you still don't know what action learning is. Is it a training method or a learning method? In fact, it can be illustrated by a metaphor. If training is giving medicine and consultation is giving medicine, then action learning is learning to be a Chinese medicine practitioner by yourself. If a Chinese doctor is not feeling well, he will definitely feel his pulse and take medicine himself. If Dr. China is in normal health, he will also learn to "preserve health" in his daily life and work to ensure his health. Action learning is a work and learning method in the form of team decision-making, with the premise of promoting "strategy" and solving practical problems in enterprises, and realizing the simultaneous improvement of ability (personal ability and organizational leadership) and organizational development (team building/learning team) while solving problems. It is neither a simple training nor a simple study, but a working method combining work (solving practical problems) with study (sharing existing experience and collision of ideas). From my personal point of view, action learning is a working method, and it is a working method of "learning to do Chinese medicine by yourself". When the above concepts are separated, there are three key words in action learning that we need to understand: first, "practical problems", which is what we call "problems" in action learning. This is the "point" of action learning, just like the embryonic form before the nuclear bomb exploded. Before it was ignited, it was a potential "energy bank". Enterprises can find this "point" and take action to learn to light it. This "point" will turn into a mushroom cloud and produce a nuclear explosion effect, but the premise is that this "point" must be based on practical problems in the work under the premise of promoting the company's strategy. The second is "group". Because action learning is a process of "group decision-making", members must be the key factors to determine the effect and success of action learning. This group must be closely related to the interests of the "problem point" mentioned in the preceding paragraph. At the same time, these related workers must meet the requirements of societies with different professional backgrounds and attributes, have strong judgment and thinking ability on this issue, have a strong willingness to participate in solving this problem, and meet the standards of qualification evaluation. What is indispensable in the composition of the team is the superior of the problem owner. Without the support of superiors, action learning will become "unable to move" and eventually "unable to move" and "aborted", so the composition of the group is very important. The third is "team decision-making". In other words, the problem to be solved is not that the teacher tells you "how to do it", but that the team members find "why?" And find a "how to do" way to achieve the same commitment on the basis of team knowledge, and put it into action to promote the implementation of the action plan. Of course, what is the method of team decision? It's completely different from our usual decision-making methods. Next time, we can share several unique core methods of action learning.