How To Plan An Outbound Training Program?

How To Plan An Outbound Training Program?


Corporate Outbound Training is generally known by diverse names such as Outbound Learning, Outdoor Training, Adventure Based Learning, OBT Training, Corporate Offsite, Team Building Program and Management Development Training.

The essence of an Outbound Training is based on experiential education approach and the experiential learning cycle that comprises of several stages of learning through experience, reflection and transmission of the learning to the office settings, by team building trainers who utilizes a method known as questioning, de-briefing or processing that is established on the experience and performances seen in the activity.
The following are some of the important steps in planning an outbound training program for your company.
1. Find Learning Essentials & Results for the Outbound

The primary step in Outbound Training is to find the need for conducting it. The learning goals ought to be recognized clearly with the predictable outcomes. It is usually wise to consult the several business heads, the key participants and the business requirements to come up with the learning essentials. Normally, about two learning goals can be addressed in a day (6 hour slot) with corporate outbound training. Avoid putting too many learning goals and results as the training emphasis might be diluted.

2. Select Location for the Outdoor Training

Corporate Outdoor Training needs an atmosphere that is secure for learning and endows with a sense of belonging to the participants. The perfect locations should be green and serene environments that have a therapeutic effect like nature-friendly camps and those that get the participants out of the comfort zones. Corporate Outdoor Training is also widely done at exciting destinations like resorts and in banquet halls. The setting can has main effect on the experience and learning of the participants.  Some facilitators will have their own campsites with all facilities for corporate outbound activities.

3. Choosing Your Learning Partner

Selecting your learning partner can be the determining factor on the influence of the program. The corporate tour operators that specifically focus on experimental education have a tendency to to be better at design and delivery of the activities that can fulfill client expectations.

​The Outbound Training partner must be able to understand the learning requisites and results, industry segment, and business necessities. They should formulate the program keeping in mind the learning objectives and the results. They must be able to coaching, mentoring and assessing to evaluate the impact after the program.

4. Selecting the Outbound Facilitator

The facilitator is the individual who will deliver the corporate outbound activities. It’s significant for the outbound facilitator to be specialized in experiential education and have the appropriate experience delivering training programs.

The facilitator must also be involved in understanding the learning goals and results of the program. Ask the learning partner on who will assist the program and get in touch with the facilitator much prior to discuss the goals, results and flow of the training program.

5. Preparing the Participants

The achievement of the outbound program will also rely on the connection and participation of the employees as corporate offsite programs require the participants to get involved, share experiences and make the program partaking. Ensure to inform the participants to place the expectations on the nature of the program and guidelines to make a way for a better outcome.

6. Beyond Outbound Training

Outbound Training is not a one-time fix and the participants might need regular follow-up, additional mentoring or coaching with consistent assessment and training intervals for the behavioral changes.