METHODOLOGY

Extend and fine-tune your influence and especially your ability to communicate, coach, motivate and manage. Develop the skills and behavioural flexibility essential for coping with today's flatter corporate structures, cross-functional responsibilities, team structures, and remote management.

The art of managing and leading has always been dynamic. Today the art is changing more quickly and dramatically than ever before. And the demands made by these changes are generally in what used to be called the soft skills areas such as the ability to be able to -

• Communicate easily and skillfully with your peers, direct reports, and with senior management
  
• Understand the thinking and emotional make-up of your team and of the individuals within that team - and of the manner in which these individuals pull together
• Understand yourself so you are not easily influenced or manipulated
• Manage your moods - you are constantly in the public eye and cannot afford to have off-days
• Know what makes people tick and know how to utilise values to motivate individuals - as individuals
• Inspire people by 'selling' them your vision and getting their 'buy in' to this vision...

• Develop a better understanding of what makes you 'tick'
• Understand your "Representational System"
• Better understand why the people in your life behave as they do
• Recognise your own out-of-date responses to situations and people -
• Develop skills to change your moods and your reactions.
• Improve how you currently perform your function: in interviews and meetings present your ideas with greater precision, clarity and impact
• Dramatically increase your ability to organise and present your ideas and inspire others with these ideas, with confidence and congruent communication.

Experiential learning Process is a training method that moves away from the theoretical and parrot fashion learning methods of traditionalist education.

The outdoors offers a plethora of conditions to implement exercises and programs together which quite tightly address a very wide range of needs.

The key to making ELP really relevant is to ensure that the tasks provoke the relevant processes.

Exercises and activities are tailored to meet the actual needs of the delegates and the organizations

• People learn best when personally involved in the learning experience.
  
• Knowledge to be truly meaningful , has to be discovered by the individual.
• People are more committed to learning when they are free to identify and pursue their own goals.
• In a well designed experiential learning program people will be encouraged to experiment, try new behaviors and draw their own conclusions.
• Experiential learning stresses a sense of success and accomplishment in learning. Motivation is based on the desirability of the goals and the chosen methods of reaching them. In the outdoors, it is easier to set real problems with real consequences and real constraints.
• People will not always return from a program loving each other. They may simply understand each other better. As seniority and expertise at the workplace are neutralized, behavioral skills and process awareness becomes more important. Everyone has something to learn and the outdoors gives the opportunity to do so.

The effective outdoor approach would be-

• Exercises which are full of relevant process experience.
  
• Review of the processes underlying the exercises to articulate the learning that took place.
• Input to help participants to make sense of their learning and put it into a legatee framework.
• Giving the participants the opportunity to plan how they will use the new ideas in future situations, initially in the next exercise, but also on return to work.

As a measure to understand factors that drive the individual, in order to maximize his potential, an individualized study and counseling session would be conducted.

With the behavioral patterns seen at the training [experiential learning] and with information gathered during the counseling sessions, the environment which would bring out excellence would be identified, thereby triggering a deep sense of excellence in the performance of the individual.

This process would enable the management to create a conducive and productive atmosphere. The outcome of the methodology would be to enhance the employees growth towards attaining a deep satisfaction to performing actions to the best and take responsibilities.