Learning and insights from across our organisation
Learning is an important concept for us at Lankelly Chase, both as an idea (why learn?) and a process (how do we learn, who do we learn with?).
The issues we are working on are complex and interconnected, so conventional ways of deciding what to do and what to do next aren’t applicable. The contexts we are working in are continuously changing in unexpected and unpredictable ways – sometimes as a result of our interventions, and often entirely outside of our influence or control.
Action inquiry model at Lankelly Chase
Rather than using outcomes or targets set in advance, we use learning as a tool to help us navigate this uncertain terrain. We take action, we learn from that action and decide what action to take next. This model is called action inquiry.
The range of relationships between people, organisations and institutions involved in social change work is multiplied. We’ve been confronted with the complex reality of our work – particularly in places. Which is why at Lankelly Chase this action inquiry model of continuous action, reflection and adaptation has evolved.
We try not to stay static in our thinking or action for too long. We focus on continuous adaptation and the skills, tools and infrastructure which can support people to work things out as they go along. We don’t think any one person, organisation or perspective has the authoritative answer. We need multiple perspectives from a wide variety of voices.
This is where we are now, and we’re sure it’ll change in the future. Learning has no meaning in a vacuum and only comes to life alongside other people and perspectives. So we are continually open to more information, to different approaches, and to challenges.
We have a Medium blog where we share our experiences and thoughts about the work on an ongoing basis.