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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.

 
 
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