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E.D.U.C.A.T.E, OUTServe, Facilitating Learning through the Outdoor World, Creating Innovation-capable Organisations, Investment in Excellence
Download presentation <<size 1.0 kb>> Download pdf brochure << F.L.O.W.^TM(Facilitating Learning through the Outdoor World) F.L.O.W. is a creative, engaging, fun and experiential-based learning programme. The learning methodology in F.L.O.W. brings participants through a simulated experience that enables a depth of learning at the Knowledge, Skills and Attitudinal level which most indoor and classroom sessions may not achieve. F.L.O.W. which is a highly specialised knowhow developed by Training Vision, is used in workshops focusing on: Leadership Development Developing High Performance Teams Change Mastery Organisation and Team Culturation Anchored in a sound conceptual model that simulates team development, leadership development, vision building, change management cycle, F.L.O.W. is an effective learning method that integrates theory into practical applica- tion through a process of action learning and self discovery. The F.L.O.W. framework foundation is based on the following understanding: Experiential Learning is: Structured to link the experience with the organisation's context. Anchored in a sound conceptual model that simulates a team development, leadership development, vision building, change management. Degree of difficulty in the activities is intentional so as to surface existing gaps in group's operating behaviours vis-à-vis desired behaviour. Emphasis on the group's management of the interaction process and the associated learning which is related to real issues and problems currently faced by group or organisation. And not: Just games and fun Just tools to generate participation Just dependent on "the more the better" i.e. quantity of activities and variety OD Approach A strong organisational development (OD) approach is used. Experiential training without an OD perspective will simply be another feel good session. OD techniques and tools are used during the workshop include: Family Group Meeting (intergroup feedback) Wishing Well Exercise (an exercise on feedback and self disclosure) T-Group (leaderless group) Psychometric instruments And many others………… Transfer of Learning Transfer of learning is always a key element, yet sadly neglected in a training initiative. Without transfer, most of all training efforts will be at most neglected or at best marginalised. This is all the more true in an experiential-based program. Post workshop audits and action plans are skilfully designed to ensure the link between the experiences to the real-life work context. Action plans can take the form of: Communication plan Continuous Improvement plan Change Management plan Personal Improvement plan And many others………… Self Facilitated Follow-up Research into experiential training shows that follow-up is important to ensure that learning is internalised and perpetuated even long after the initial intervention. While follow-up by consultants or the Management is good, research affirms that self facilitated follow-up by the team will even result in better transfer of learning. Self-facilitation skills will be taught during a post workshop session to enable the team to assume ownership of their own sustained learning.
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