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.
1. Identify Learning Needs and Outcomes for the Outbound
2. Identify Location for the Outbound
3. Selecting your Learning Partner
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.
4. Selecting the Outbound Facilitator
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.
5. Preparing the Participants
6. Finally Remember
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.