Group based methods
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This document discusses adventure-based training techniques that use activities involving perceived risk. The goal is to help participants build skills like teamwork, problem-solving, and self-esteem. Examples given include high ropes courses, trust activities, initiatives, and climbing. Such activities are intended to provide direct experiences that allow participants to share ideas, understand interpersonal dynamics, and clarify values.
Group based methods
- 1. A training techniques in which learners engage in direct experience that help them share ideas, build group identity , understand the dynamics of interpersonal relation in order to increase knowledge, develop skills and clarify values
- 2. Focused on group activities to promote self-esteem, teamwork and problem solving. Adventure-Based Activities are activities where there is some level of perceived risk. This risk can be on the low end or on the high end, for example, going down the zip line on the high ropes course.
- 3. Adventure Based Activities come in a couple of categories that, when put together, can create a well rounded workshop where groups can develop community and gain valuable group skills and individuals can learn more about themselves, gain confidence, and overcome personal obstacles. These general categories are: High Ropes Course Trust activities activities Initiatives Climbing mountains Ice breakers
- 4. Pros Cons Participants gained a greater understanding Increase company’s risk for negligence of themselves and ways they interact with claims due to personal injury, intentional their coworkers infliction of emotional distress and invasion of privacy Teambuilding built into the process, plus can People with disabilities act raises question build confidence while completing the with disabilities about requiring employees activities to participate in physically demanding training experiences Involve experiential learning low level of similarity between the training context and the work context or environment makes training transfer difficult
- 5. Coordinates the performance of individuals who work together to achieve a common goal. It’s importance: when information must be shared and individuals affect the overall performance of the group. Ex: commercial airlines and nuclear power plants
- 6. Team training include Cross Coordination training Practice each other’s skills, so training Trains the team in how to share members are prepared to step in information & decisions to and take another member’s place maximize team performance
- 7. Refers to training the team manager or facilitator. This involve training the manager how to resolve conflict within the team or help the team coordinate activities.
- 8. Pros Cons Ideally, a team comprises people with a mixture of Arguments could arise because of different talents therefore each team has a variety of views and opinion. expertise and abilities. Within a team, each person can be allocated a job Identifying who really did his/her best is which maximizes their particular strengths. They difficult to do as it is a collaborative effort can concentrate on this and improve their thus less chance for recognition or capabilities and skills. This is known as specialization. promotion. Boosts the morale or the spirit of each Some team members tend to be abusive and individual become too dependent to other people.
- 9. Action learning is a technique to tackle issues within the workplace by working through them together in a small group . By using the knowledge and skills of a small group combined with probing questions, individuals are able to focus on real issues affecting their work performance and find solutions.
- 10. Individuals take it in turn to present an issue or problem that they are facing and the rest of the group ask questions until the presenter has an action plan for resolving the issue. By focusing on the right questions, action learning helps participants to find their own solutions to their situation. It does this by: Asking questions to clarify the exact nature of the problem Identifying possible solutions Taking action Action learning is not just about identifying possible solutions. Participants are also required to implement a solution and to report back to the set on the outcome, thereby encouraging ‘action’ rather than just talking.
- 11. Pros Cons Assist succession planning by developing a Normally, a HIGHER COST per participant-day cadre of highly qualified candidates for than other development modalities. promotion to executive leadership positions. Deepen participants' confidence in their Even when well designed (perhaps especially leadership and team participation skills. when well designed) can feel OUT OF CONTROL to the HRD staff and senior management. Take action to solve problems at all levels in Because of its real-time nature, Action the organization Learning can sometimes be a difficult modalit in which to insure INDIVIDUALIZED DEVELOPMENT. Become more strategic in their goal setting Can be demanding and RESOURCE INTENSE