Outbound Training

Outbound Training

Outbound Management Programmes Are A Training Method For Enhancing Organizational Performance Through Experiential Learning. Such Programs Are Often Also Referred To As Corporate Adventuretraining And Outdoor Management Development.

Outbound Training Provides Real Experience So Its Impact On Behavioral Traits Is High. It Enhances Self Confidence, Social Ability, Emotional Control, Team Work And Leadership. That Will Help In The Productivity Of Organization.

• Outbound Training provides real experience so its impact on behavioral traits is high. It enhances self confidence, social ability, emotional control, team work and leadership. That will help in the productivity of organization.
• To enhance Communication, Leadership, Teamwork, Planning & Delegation Skills.
• To advocate the new perspective among teams through a carefully built activity that becomes the reinterpretation of earlier experiences.
• To aid the teams to reflect what they observe by identifying the gaps between the perceptions and experience.
• To encourage the teams to come up with fresher ideas to implement the new learnings and experiences in the forecasted scenarios.
• To reassure the teams to implement the fresh ideas in the real-world scenario through active experimentation.
• To invite behavioral change and connect them back to the real-life work areas.
• A get-together for the corporate staff to bring in more co-operation and team unity.
• The essence of an Outbound Training is based on Experiential Education methodology and the Experiential Learning Cycle that consists of various phases of learning from experience, reflection and transference of the learning to the workplace settings, by a facilitator who uses a method called questioning, debriefing or processing that is based on the experience and behaviors observed in the activity.

• The following are some of the important steps in planning an outbound training program for your company

Identify Learning Needs and Outcomes for the Outbound

The first step in any training is to identify the need for conducting the outbound. The learning objectives need to be identified clearly with the expected outcomes. It is generally advisable to consult the various Business Heads, the participants and the business needs to come up with the learning needs. Typically about 2 Learning objectives can be addressed in a day (6 hour) through an outbound training intervention. Avoid putting too many learning objectives and outcomes as the training focus may be diluted.

Identify Location for the Outbound

Outbound Training needs an environment that is safe for learning and gives a sense of belonging to the participants. Ideal locations would be green and serene environments that has a therapeutic effect like nature based camps and those that bring the participants out of the comfort zones. Outbound Training is also extensively done at places like resorts and in banquet halls. The environment can have a major effect on the experience and learning of the participants. Some Learning partners will have their own campsites with all facilities for Outbound Training Interventions.

Selecting your Learning Partner

Selecting your learning partner can be the determining factor on the impact of the program. Training Companies that specifically focus on experiential education tend to be better at design and delivery of the programs that can meet client expectations.

The Outbound Training partner should be able to understand the learning needs and outcomes, Industry segment, and business needs. They should design the program keeping in focus the learning objectives and the outcomes. Should be capable of coaching, mentoring and evaluating to measure the impact after the program.

Selecting the Outbound Facilitator

The outbound facilitator is the person who will deliver the program. Its important for the facilitator to be an expert in expereintial education and have the relevant experience delivering outbound training programs.

The facilitator should also be involved in understanding the learning objective and outcomes of the program. ask the learning partner on who will facilitate the program and get in touch with the facilitator much in advance to discuss the objectives, outcomes and flow of the training agenda.

The facilitator to participant ratio is utmost important, while recreation programs can have 1 facilitator to 40 participants, educational programs should not exceed 1 facilitator to 20 participants and Leadership based program may have 1 facilitator to 10 participant ratio.

Preparing the Participants

The success of the outbound program will also depend on the involvement and participation of the employees as Outbound learning programs require the participants to get involved, share experiences and make the program participatory . Make sure to inform the participants to set the expectations on the nature of the program and guidelines to prepare for a better outcome.

Finally Remember

Outbound Training is not a one time quick fix and the participants may need followup, further mentoring or coaching with regular assessment and intervals of training for the behavioral changes.

The budgets spent on outbound will be higher than a classroom training sessions and so is the overall impact. Sometimes companies tend to spend huge amount on the resort facility and a paltry sum on the training by hiring a emcee or team building trainer to deliver the program, making the program ineffective. so decide whether you want to do a fun based recreational program or a outbound based development program and balance between the needs and outcomes.