For a few years now, within the framework of corporate incentive policies, organizing events for work teams, especially management teams, has become fashionable.
This type of conference for work teams, called Outdoor Training, offers participants a recreational opportunity so that, through different games, a relaxed atmosphere is created in which a greater rapprochement between people is achieved. Now, what objective, beyond the fun and the improvement of the working environment, is achieved with this type of activities?
When we refer to Outdoor Training we are not talking about a training action or a search for concrete learning. In fact, if we want to find some kind of utility behind the organization of dynamics, exercises or games, we have to focus on a specific type of training, Experiential Training.
Experiential Training focuses on the specific needs of organizations and their work teams. In this way, first of all, and as a prior phase to any type of action, we detail the objective that we seek to achieve, such as improving communication, developing a shared vision, team cohesion, developing a inclusive and common leadership style, etc. In general, any aspect that contributes to the growth of the organization from the people who make it up
Once this need is well defined, the training sessions are designed, so that we choose the exercises and dynamics most appropriate to the objectives we seek. At this point, it is important to remember that not all activities mobilize the same type of skills among the participants. Most of the dynamics that are proposed put common skills into play; However, if we are looking for concrete learning, such as, for example, thinking and caring for the other, we will have to choose specific exercises where this is achieved.
It is obvious to note that Outdoor Training type activities do not discriminate the type of exercises to be performed, since they do not distinguish between objectives or results to be achieved.
Another of the peculiarities of some days framed within the Experiential Training lies in the exploitation that exists after each one of the exercises. While in recreational days, such as Outdoor Training, the benefit obtained is limited to the interaction between people, in Experiential Training reflection after each of the activities is vital.
Here we also find another of the great differences between Experiential Training and Outdoor Training. While for both types of activities we need monitors who are in charge of the normal development of the exercises, in the Experiential Training it is essential the intervention of trainers, called facilitators, so that the participants reach the desired learning, according to the proposed objectives.
Likewise, in an experiential learning action, the sequence and order of the exercises has a logic and meaning, which is framed within the microformation. The learning learned in each of the exercises accumulates, gradually showing an improvement in the performance of the participants.
Again, and given the nature of the activity itself, in Outdoor Training sessions there is no this criterion when designing and scheduling the exercises to be carried out. It doesn't exist because you don't need it.
Now, what do we do with all the learning achieved? In Experiential Training, in the same way as in any other type of training, we need tools to collect and channel all of this learning. After the exploitation of each of the exercises, the participants have support material detailing all the opportunities for improvement that they find.
In Outdoor Training sessions this type of material does not exist, since, in this framework, it would not make any sense: what objective can you look for, if you have not previously set specific objectives?
Finally, another of the differential facts of Experiential Training, regarding Outdoor Training, is the use of instruments that facilitate the implementation of learning in the workplace, which often take the form of Action Plans. With these tools, another of the objectives of the Experiential Training is achieved, and to which Outdoor Training does not reach, which is the fact of transferring the learning achieved during the training days to the day to day of the participant.
Summary table of the differences between Experiential Training and Outdoor Training
| Action | goals | Activities | Trainers | Support staff | Benefits | |
| Outdoor Training | Playful | Fun
Improve relationships |
Outdoor games | They do not exist | Monitors | Interaction
Fun |
| Experiential Training | Formative
Playful |
Tailored to the needs of the organization | Games and dynamics tailored to the objectives | Learning facilitators.
|
Monitors | Experimentation
Motivation To learn Facilitate change Implementation of learning in the workplace |
In short, as we have seen, the objectives that seek activities focused on Experiential Training or Outdoor Training are different, since, unlike Outdoor Training, Experiential Training seeks concrete results, within a previously prepared training framework, and with expectations that go beyond the formative action itself.
