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.

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