In this edition of the Faculty Highlight Series, we feature Greg Carlson, an expert action learning facilitator, OD consultant, and executive coach. In this blog, Greg explores how to leverage Action Learning to help leaders execute strategies while navigating the complexities of today's rapidly changing business environment. His work focuses on empowering teams to thrive amid ambiguity while fostering a culture of continuous learning.
Addressing Uncertainty in Healthcare and Beyond
Greg collaborates with organizations across the heath ecosystem within the US and abroad. These organizations, like many others, face a unique combination of economic and geopolitical uncertainty. This unpredictability impacts how leaders cultivate teams that can adapt, learn, and navigate change effectively. As a result, the demand for dynamic leadership development solutions has never been more urgent.
The Power of Action Learning
Clients who engage in Action Learning are most often aiming to improve team effectiveness by fostering essential leadership qualities such as critical thinking, collaboration, and resilience. The Action Learning approach encourages individuals to challenge assumptions and collaborate with other leaders to design innovative solutions to their organization’s most pressing priorities while embedding experiential learning into the organization's culture.
Through Action Learning, teams are empowered to self-organize, take ownership of solutions, and view failure as a natural part of the learning process. By adopting a consistent process of critical reflection, teams develop the agility and confidence necessary to navigate ambiguity. Greg’s action learning coaching centers on guiding leaders and teams to enhance their communication, build trust, and create spaces where every voice is valued.
Transformative Coaching as a part of Action Learning
In one example, Greg collaborated with a team grappling with employee burnout. Initially, the team looked to leadership for direction but soon realized that collaborating as peers was more important to identifying effective solutions. Over a six-month Action Learning process, the team learned to approach the challenge collectively, fostering clarity and ownership of the issue. While the hospital system went on to implement its recommended solution for improved employee recognition, the participants’ enhanced critical thinking, problem solving, and decision-making were equally valuable in the long term.
As stated by a client, "Greg is A+. He called out the meta interpersonal and team dynamics in a constructive, yet extremely pleasant and non-biased manner."
Measurable Results and Enhanced Collaboration
The results of Action Learning are reflected in both quantitative and qualitative metrics. Across all of Greg’s clients, on a scale of 1 to 5, the Action Learning methodology's effectiveness in strengthening team collaboration scores an average of 4.5. Teams reported improved leadership without formal authority, better listening to diverse perspectives, and working collectively toward innovative solutions.
Participants also noted significant improvement in their people skills and strategic thinking. As one client put it, "The Action Learning process itself was invaluable in practicing the skills I was developing. I learned that navigating ambiguity is possible within a group context, and that strategy can emerge through active collaboration."
Professional Growth through Action Learning
Greg indicates that leading Action Learning sessions has contributed to his own professional development. By navigating ambiguity alongside his clients, Greg continues to refine his skills as an Action Learning facilitator and executive coach. His expertise in active listening and his capacity to facilitate change across diverse industries make him a pivotal figure in organizational transformation.
Looking to the Future: Navigating Ambiguity with Emotional Intelligence
As organizations continue to grapple with uncertainty, Greg is excited about exploring the potential of Action Learning to help teams thrive in ambiguous environments. He believes this methodology is especially well-suited to addressing the challenges of the 21st century, with emotional intelligence playing a pivotal role. By encouraging employees to bring their authentic selves to work, Action Learning fosters deeper engagement, greater satisfaction, and more sustainable success.
Through his work with TLD Group, Greg continues to advocate for a human-centered approach to leadership development, empowering teams to build the skills necessary to thrive in an unpredictable yet opportunity-rich future.
Stay tuned for more insights from our Faculty in this Highlight Series, where we celebrate the incredible contributions of our executive coaches, team development consultants, succession experts, and trainers.
For more information and to contact Greg, please reach us at info@tldgroupinc.com.
