Experiential Training Curriculum Outline

Introduction: Experiential Challenge Course training is designed to illustrate & simulate instructional concepts as well as practice skills and competencies. The low element challenge course initiatives have been created to support team and leadership development in the following areas:

• Constructive Communication
• Improving Problem Solving Skills
• Developing Group Decision Making Processes
• Conflict Management
• Effective Leadership
• Effective Group Dynamics
• Empowerment & Delegation
• Managing Resources
• Resource Sharing
• Dealing with Constraints, Challenges and Stress
• Change in Organizational Environments
• Continuous Improvement
• Multi-Team Interaction

All Challenge Course and experiential programs are designed to meet the assessed training needs of the group or organization and are designed for all skill levels and physical abilities.

A progression needs to take place to ensure that all participants have the opportunity to receive the maximum benefit of this type of training. The progression is broken down in to the following phases:                                

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Phase I

A Group assessment is conducted as a validation process utilizing a series of surveys, both written and verbal. The surveys are a tool to determine profiles, organizational goals, group challenges, expectations, perceptions, and desired outcomes. Leadership commitment, practical application, and continuous improvement are also determined.

Phase II

Based on the assessment, a program is designed and a proposal is created.

Phase III

• Experiential training and simulation of key training concepts
• Discussion & Debrief
• Making connections to organizational successes, goals, objectives, & challenges
• Practical Application to the work or organizational environment
• Transfer of Training

Phase IV

Follow Up Training:

• Training Utilization
• Practical Application
• Review Success Factors & Best Practices
• Continuous Improvement
• What’s working?
• What isn’t?
• How can we be more effective?
• What’s next?
• Develop Goals, Objectives, & Action Initiatives using the SMART approach
• Specific
• Measurable
• Action Driven
• Realistic
• Time Specific
  • Continuity of skills acquired
  • Process Development
  • Survey & Needs Assessment
  • Continue training cycle:

Theoretical Model of Training

The training model used to create the training plan is a circular one involving three (3) areas.  Those areas are theory, process, and practice.  They interact with each other as shown.

This model allows for the training to be integrated with opportunities for each participant to actively apply the knowledge and skills learned during the training to actual workplace and life situations.