Our consolidated collaboration experience with the world of training allows us to develop projects aimed at creating effective training events based on experiential education.
Experiential training (or learning by doing), according to the Association for Experiential Education, “is a methodology in which the trainers involve those who are training in a direct, practical experience that leads them to reflect on knowledge, on the development of their skills and their values”. Therefore, team building, frequently used by companies as a pure playful moment – getting together and relaxing within a carrier event, performs its real training function only if it is inserted in an experiential reflection process. It is reflection that makes team building effective! Our mission is to convey this awareness and to offer courses in which training and experiential activities integrate. This formula is based on four stages: 1. experiential activity 2. guided reflection with our facilitators, essential for a direct feedback on the participants’ experience 3. synthesis (or abstract conceptualisation) as a moment of consolidation of the findings and re-contextualisation within the company 4. testing phase in the company.
During the training sessions, our team work provides the collaboration of one or more facilitators with technical specialists in various intervention areas (actors, athletes, artists, musicians). This approach allows us to maintain a high quality level relating to the proposed activities and to create customised projects for any area of soft skill development.
The words match “soft skills” refers to a broad spectrum of individual abilities, also associated with a person’s “EQ” (Emotional Intelligence Quotient). They are a cluster of personality traits- referring to emotional, relational, cognitive and management area- which characterize mainly relationships with other people. An experiential training focused on the development of these skills is based on team building activities and ‘small techniques’- which are to be seen as metaphor of professional situations, where these skills are daily put to the test. Through the activities and the following reflection process on their own attitudes while participating to them, trainees reach self –awareness and experience how to improve these skills into their professional environment. Training for personal competences or traits s can yield significant return on investment for an organization. For this reason, soft skills are increasingly sought out by employers in addition to standard/ technical qualifications.
This workshop suggests a guideline to create and organize a team work. Working as a team develops trainees relationships, new projects and sharing experience. We proceed step by step: first we discover the scale of team values, then we remove the preconceptions that limit each other exchange.
Team work as an opportunity;
– Developing trainees sense of belonging to a new team;
– Improving trainees relationships (of the same or a different division);
– Supporting information sharing and communication.
The widespread use of web, social media, new digital communication system and globalization, radically changed people sense and perception of leadership. Nowadays, single leaders are losing their influence in favor of teams or crews of people which determine the evolution of a system or a social group. Team skills, knowledge and exchange of views solve problems better then a one-leader system. What are then the features and the advantages of a shared leadership system?
– Leadership will lose its singularity and one person reference;
– A new concept of “invisible leadership”, where the focus is not on the “output” but on the “input”;
– No more hierarchy but heterarchy;
– The end of “responsing leadership” and the birth of “questionning leadership”.
– What’s your opinion about it?
In the last decades, companies are going through a period of organizational changes and merges. A new corporate set up can seriously compromise the complicated relationship between the company organization and its employees. Our “Change management” workshop helps you to plan changes, leveraging on two areas: human resource management and business strategies. Our aim is to reduce problems derived by resistance to the change and facilitate the new company set up.
The process of planning and exercising conscious control over the amount of time spent on specific professional duties increase for sure individual and team effectiveness, efficiency and productivity. “Time management” makes a positive contribution to goals achievement and stress reduction. Scientific studies about the brain “emotional architecture” explain why emotions, anxiety and procrastination take advantage on rationality, compromising actions and behaviors. Our training workshop is an original mix of experiential activities and give to the trainees a sort of handbook for:
– Get out from “time cages”;
– Improve work management to live in a real time conception and not in a subjective perception;
– Optimize self effectiveness and efficiency using positive stress ( Eustress) and emotional intelligence.
A project development needs to find out and test new strategies and resources. The creation of a new project often involves different corporate divisions which are maybe not used to work together. It can happen, in fact, that divisions work as closed communities, following their own rules and methods. How can we help them to communicate and merge? Experiential training can offer a huge amount of possibilities: from “keywords table” to “ideas market”. When is it suitable to choose this kind of training workshop?
For new project development;
For strategic and operational planning;
For organizational changing;
In case of teams conflict;
To improve interaction.
Team Building and Experiential Training Case History
On the page dedicated to the case history, we have included some of the projects that we have looked after over the past years.