Once a precise diagnosis has been made about the people and the points that we must work on, it is time to make decisions and define an action plan. We identify the most efficient way to achieve the established objectives and cover the detected gap, integrate components of a team or serve as a motivational element. We set milestones and define a follow-up plan to ensure their results.
Experiential training is a concept that encompasses a new approach to what training should be and a work methodology based on practice and experimentation as a tool to acquire knowledge.
This learning methodology is especially appropriate for the formation of teams, more specifically to achieve the development and growth of emotional competencies and the transmission of group values, although it is not exclusive to these, it can also be applied with individual subjects obtaining optimal results.
Experiential training can occur both in courses taught in closed spaces – more traditional, in the classroom – and in outdoor courses, although it is in the latter type where the methodology becomes more evident. In any case, it is a perfectly valid way of working in any environment, as long as the dynamics are focused on the active participation of the students, through “doing” and “practicing” rather than “listening”.
In essence, experiential training is based on the practice of dynamics with its own purely experiential learning methodology, which presents a logical sequence of activities where conclusions are drawn that help to improve the personal and professional environment. It is carried out by people who base their action as trainers on learning through experience in a relaxed atmosphere. That is why it is more visible when it occurs outdoors, where the barriers and impositions of space, furniture, etc., disappear.
The activities carried out can be related to any relevant aspect for the management of Talent© in Organizations, that is, managerial skills, social skills, or personal competencies that affect the performance of daily work. Through them, skills such as teamwork, leadership, motivation, change management and communication, to name a few, are worked on.
The activities take the form of challenges, and are approached from a playful perspective, which takes advantage of the benefits of play in learning. However, it is important to highlight that all of them must pursue an objective that is none other than to delve into the application of certain skills to our work on a daily basis. If no conclusions are drawn from each challenge, it can be a fun experience, but not a formative one. Therefore, ad-hoc and personalized design is essential for participants to work metaphorically on relevant competencies such as goal setting, planning and organization, strategy, conflict management, flexibility, creativity, trust in the team,… and immediately apply that learning to their professional environments, and be able to measure the impact of these actions.
Ángel Melguizo
Senior Consultant Psicotec