The Action Learning Team Process Questionnaire™ (ALTPQ)
The Action Learning Team Process Questionnaire™ (ALTPQ), a proprietary instrument developed by ITAP International in concert with Strategic Learning Scenarios, Inc., is designed to get inside the group dynamics of action learning sets/teams. The first such instrument to be offered in the action learning field, it is based on the structure and tested approach of the Global Team Process Questionnaire™ (GTPQ).
How Does the ALTPQ Improve the Effectiveness of Action Learning Programs?
The ALTPQ provides critical data for targeted improvement on action learning teams. Action learning teams can compare their progress with norms developed across many teams, as well as measure their own team's progress/improvement over time.
The ALTPQ allows both the facilitator/leader and the participants of action learning programs to assess the:
- extent to which the team is operating effectively, and
- perceived value of the learning taking place.
When used with action learning projects, where the work tempo is intensive and success of the team depends on good group dynamics, the ALTPQ:
- identifies specific areas that without improvement can interrupt or impede team effectiveness
- promotes critical reflection at both individual and group levels, allowing the group itself to determine how best to deal with problems and self-facilitate progress.
The ALTPQ provides a facilitator or learning coach specific, identified data for helping a set work through its self-determined problem areas. Because the results represent the perceptions of the team members themselves, it enjoys instant credibility.
The ALTPQ guides interventions before patterns of negative team behaviors become firmly established by addressing shortfalls in team process when members are still malleable and receptive to positive change. Through the skillful and selective interventions of a consultant, the team finds it easy to make meaning out of findings included in the ALTPQ reports and to assume an active role in shaping strategies to improve its effectiveness. As a result, team members are much more likely to be strongly committed to the success of those strategies.
NOTE: The results can be used directly by action learning team members, without outside intervention, if the action learning design fits this approach. In this case, a brief presentation on using the results would be provided to the group members.