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Outdoor Training Model

Outdoor:           

 intense outdoor activity or rather outwith your traditional work stereotype (class, office, laboratory, etc….)

Training:            

finalized after the development of skills and individual behavioural organization to optimize the managerial capabilities (recognition, management and recognized rotation of roles: Leader, Mediators, Group leaders based on the situations and necessities) and the evolution of teamwork (implemented plans of personal development starting from feedback from collegues)  within a work group.

Phases:

  1. design  of Outdoor Activities linked to the principle of metaphor as an element to simplify the transfer experienced in the work or study context;
  2. choice of interesting context that stimulates the observation of colleagues’ behaviour centred on Climate, Productivity e Procedure.
  3. re-working on the spot, which permits  the analysis  of all materials used during the outdoor session, and allows the “here and now” synthesis and capitalization of the lessons, and the subsequent application  of  them in the workplace or normal study.
  4. adoption of a structured method to utilize feedback, which allows the use of an observation grid of each work teams behaviour
  5. automatic elaboration of the results (questionnaire on line, file xls)
  6. follow-Up meeting in which feedback received will be re-examine objectively and scientifically both on an individual and group level (task force) or all groups (class all task forces together)
  7. The centralization of personal needs of the individual through the disposition, evaluation, division of the Individual Capability Development Plans which are instructive,  accompanied and monitored in the time necessary for their realization (3-6 months)

Automatic elaboration  of the results (questionnaire on line, file xls)

All the material collected during the outdoor phase will be re-worked and utilized to prepare the workshop insights and synthesis of the route, which will be successively used in the questionnaire on line (after 1 month max).

 From this computer elaboration some tables will be produced which allow the construction of a character profile of the group or sub-groups of the participants, and others that allow an individual profile of every single participant to be produced.

The tables of synthesis relative to single participants are two:

  1. The first contains the synthesis of the feedback received from the other participants and the auto evaluation expressed immediately after the experience using the grid of behaviour observed; this index permits the confrontation between your own perception of behaviour and those of the others, amongst the results of one single experience and those successively conducted (research of a trajectory), between your own behaviour and that of the reference group (page 1- Individual Table of feedback received)
  2. The second also  extracted from the data in the grid of behaviour observed, reports, assort of measurement of “distance” between the participant and the others, as is determined considering the total feedback data from the participant himself and all of his colleagues; the analysis of this table permits reflection of the various spheres close to and at a distance that the participants have. This table (page2- how to observe others) represents a sort of personal sociogram uni-directional (from the participant towards the others and not vice versa).

These two tables are then sent to every participant personally, as another point for reflection of the experience and to stimulate the preparation for the workshop follow up.

The tables in synthesis of the feedback of all the group and some of the sub-groups are similar to those individual, the only difference being that they contain data grouped together and regarding the whole and thus consent the construction of a character profile.

 Thus it is possible for example the recognition of:

what is the behaviour most agitated (above average) and those least agitated (below average)

what are the skills most supported by behaviour (strengths) and those less signalled (weaknesses)

what are the aspects of behaviour most critical (with respect to the production climate and procedure)

Luca Gelati

Luca Gelati

Ingegnere gestionale, Project Manager, Soft Skills LifeLong Learning Specialist, Master Trainer & Event Planner, fondatore di Edutainment Formula

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