In this environment consequences are real, and sometimes may be challenging or uncomfortable, but have no direct impact on the work place. This allows participants to change and experiment with different styles and behaviours and following a review process, learn from those experiences.
The learning cycle that our facilitators adopt can be simply demonstrated with the model by David Kolb. The group will be introduced to a task or exercise, often outdoors. The group may, or may not be successful in completing the task. Following their effort, the group will go into a facilitated review, reflecting on the process of the team and individuals. Key learning points will be high-lighted recognising team and individual strengths and acknowledging weaknesses. These weaknesses now become development areas. A further exercise or business simulation is then given to the group to tackle, providing them with an opportunity to build on their strengths and work on their development areas.
Throughout the program this produces a snowball effect of growth and development that is then brought full cycle with individual and team action planning for the future to be implemented back into the work place.
Various industry standard questionnaires may be used as tools for personal or team development to add depth and understanding to a program. Psychometrics and questionnaires available are:
Belbin - Team Roles
Myers Briggs - Type Indicator