Outbound Training vs. In-House: When Does Each Make the Most Impact?

Dear All,

When should we opt for outbound training? In which situations should the training needs be fulfilled through OBT? Is an in-house session sufficient, or can OBT provide additional value?

Please share your views.

Thanks,
Manish

Dear Manish,

You can opt for outbound training when you train your staff on Teamwork.

When we conduct training, it is to build a particular competency. Competency building is your primary concern. Outbound or inbound is a secondary concern. Outbound or inbound training is only a method. Both methods are not foolproof. Either method may succeed very well or fail too. The success of either method depends on the mindset of the participants, the organization's culture, the method of execution, etc.

I have come across HR/Training Managers complaining that when the participants were sent for outbound training, participants enjoyed the training to the core. However, not much enjoyment was translated into an improved work atmosphere, and they were back to square one.

In outbound training, participants can have an easy and outgoing atmosphere. Outbound training is preferred because it serves both purposes - unwinding and learning. But at times, by playing continuous games, participants get bored too. Therefore, it makes sense to supplement some in-house discussion even though the training program is outbound.

Thanks,

Dinesh V Divekar

Hi Manish,

Thank you for your message.

Team building is a significant topic that encompasses various aspects such as:

1) Appreciation of each other's strengths and weaknesses
2) Sensitivity
3) Opening up and closure of conflicts
4) Establishing genuine relationships
5) Discovering a sense of determination and a "can-do" attitude that were previously hidden
6) Identifying and developing leaders
7) Breaking down personal and organizational barriers
8) Finding ways to stay motivated
9) Restoring lost faith and trust
...and many more.

Therefore, OBT (Outward Bound Training) can address a wide range of training needs, right?

Best regards,
Dinesh

Dear Manish,

Just yesterday, my friend, who is a General Manager at a prominent hotel in Bangalore, told me that their corporate office had arranged an OBT on teamwork. The training was specifically for senior-level managers only, and the trainer was brought in from Mumbai. It was a very eventful day packed with lots of activities, and most of the seniors enjoyed it.

I asked him how long he expects the effect of the training to last. He mentioned that within just a week, the impact starts to wane, and by the end of the month, the effect completely tapers off.

Teamwork depends on several factors, including:

a) Organization's culture
b) Understanding of organizational communication concepts by the staff
c) Conflict handling skills
d) Interpersonal skills
e) Employee empowerment

Initially, you should arrange training on the above modules. Issues that are organization's culture-centric cannot be effectively addressed through OBT.

Training on conflict handling skills is essential because the ability to generate positive or functional conflicts by team leaders is crucial. However, this is also an organization's culture-centric issue, requiring a high level of maturity.

Among the listed modules, the last one is particularly crucial. In Bangalore, there are numerous tech professionals earning high salaries but lacking decision-making authority. When discussing empowering staff, they often question who has empowered them as project managers to further empower their team members. This highlights a critical challenge.

Ok...

Dinesh V Divekar