|
What
is EBTD?
The
label of Experience-based Training and Development (or EBTD for short)
is used to describe a wide variety of activities that are finding their
way into mainstream human resource courses, management education classes,
and organizational learning schemes. EBTD is not survival training, nor
is it military-style combat in the outdoors. It is an approach to training
and development which utilizes adventurous educational experiences (activities
which involve some form of perceived physical or emotional risk) to bring
about positive changes in individuals, groups, and organizations.
EBTD programs provide challenging and novel activities coupled with unusual
opportunities for shared reflection. In this way, the approach creates
learning environments within a supportive atmosphere, which in turn bring
about learning outcomes beyond those of the typical lectures or simulations.
Because this approach can be more realistic than simulations, and because
it provides opportunity for practice through experience, rather than being
told through lectures, it proves extremely useful in training and development
situations where resistance to change is prevalent or where an attitude
of rigid thinking exists.
EBTD:
The word
In
the UK, where the approach first began, it is called Outdoor Management
Development (OMD) because the majority of programming takes place outdoors
and with managers. However, more than managers can benefit from EBTD and
the approach is not limited solely to the out-of-doors as this label might
suggest.
Termed Corporate Adventure Training (CAT) in Canada and Australia, the
approach utilizes adventure activities for the benefit of corporations.
However, organizations other than those from the corporate arena can benefit
from EBTD and while the activities are considered adventurous, not all
are as physically risky as the word may intimate to the novice.
In the United States, the term Experience-based Training and Development
(EBTD) has gained the widest acceptance, since the method of this approach
is based on the philosophy of experiential education or learning by doing
with reflection. However, the activities used by the approach also have
strong historical roots in the adventure movement initiated by Outward
Bound over fifty years ago. Although the EBTD title has been applied to
this directory, the reader will see many references to the word "adventure"
throughout the text. |
Components
A
number of components, specific to EBTD programming, place it apart from
more traditional and conventional forms of training and development (Gass,
Goldman & Priest, 1992). 1) EBTD is experiential: while working under
hands-on conditions, people learn best by doing. Ile adventure activities
utilize perceived risk and yet are quite safe. 2) EBTD is dramatic: the
excitement and emotional nature of these activities focus attention and
sharpen minds. People remember what they learn. 3) EBTD is novel: because
of the unique context and uncertainty of outcome for these activities, no
one in the group is considered to be an expert. Adventures tend to equalize
people and break down the hierarchical barriers and apprehensions that often
exist in large organizations. 4) EBTD is consequential: errors have potential
ramifications in adventures (getting wet in a canoe or falling on a rope),
unlike in a classroom simulation (where play money is lost). Furthermore,
success and failure is supported by those who really matter (coworkers and
oneself). 5) EBTD is metaphoric: adventures are a microcosm of the requirements
needed for and changes taking place in the work world. The behaviors demonstrated
by individuals and groups during these activities are parallel representations
of the way they act and what happens in the office. As such, new learning
(skills, coping strategies, and bonding among personnel) can be analogously
applied toward future efforts on the job. 6) EBTD is transferable: testimonials
by past participants support the utility of experience-based training, and
limited research studies substantiate that new learning does indeed show
up in the workplace. People refer back to their experiences and approach
their tasks from a fresh perspective.
Attarian (1992) adds that the unique characteristics of EBTD are the importance
placed on the setting or natural environment, the use of experiential learning
methodology, the importance of effective instruction, and the debriefing
of the experience through feedback or reflection. Miner (in press) explains
that EBTD is holistic, involving all the senses and accommodating a variety
of learning styles, with clear and simple goals providing immediate feedback
on performance regardless of success or setback. Unlike simulated games,
EBTD programs offer concrete experiences which are task oriented, just like
work, and are intriguing, so that everyone desires to get involved. The
activities are new, fun, and invigorating; they provide opportunities to
experiment with new behaviors and skills in a safe environment which encourages
risk taking.
Benefits
EBTD
can benefit the individual employee, the management work unit, and the parent
organization through individual development, group development, cultural
development, and the interaction of all three. Benefits to the individual
include developments in self-confidence, leadership style, risk taking propensity,
dealing with fear and stress, decision making, and personal inspiration
and commitment. The work unit benefits from improvements in goal setting,
team building, leadership, time management, conflict resolution, group problem
solving, collaboration, and cooperation. Outcomes for the organization involve
an enhancement of systems, structure, values and ethics, vision and mission,
corporate climate, and motivational atmosphere, which results in increased
productivity, decreased absenteeism, lower turnover, and higher profits.
Lastly, an interaction of the other three developmental areas (cultural,
personal, and group) can lead to empowerment, trust and integrity, effective
communication, environmental safety, judgment based on experience, and coping
with change and uncertainty, as these benefits are shared among all aspects
of the corporate organization, individuals, and work units. |