Our Journey of Restructuring Ourselves and Our Values The Start
Our Journey began as a small team of highly passionate and enthusiastic people from diverse cultural backgrounds, to form an Experiential Education Company. Primarily outbound, the transference of learning from experiences that we specialize in have always driven enthusiasm to bring a much meaningful, memorable, motivational and measurable change in the lives of who we’ve touched, throughout our journey. The Journey Like it’s often said, “It’s a small World after all.”, we believe very much in this and consider ourselves a small part of the World. But this doesn’t stop us from contributing in a bigger way to change the lives of many. Still a small team with big transformations, that’s what we really are! People have always been an integral and vital aspect of Outlife, as a company, while we deliver unparalleled experience-based learning to those in need. Which is why we always welcome newer people who can align with our ideologies well, with an open heart. This emotion perennially prevails even when a team member decides to part ways with us. Outlife has always been a platform for those who could master the skill of Experiential Learning. Well settled in most Tier-1 companies, our alumni still look up to us when it comes to how we’ve driven transformation in their lives too! Our journey from being an Experiential Learning provider to becoming grounded as a Leading provider in this space, making use of Experiential Education Principles, Adult Learning Methodologies, Outdoor and Adventure Leadership, Learning and Development Methodologies across disciplines of Experiential Education, Behavioral Psychology, Learning Experience Design, Instructional Design, Neuroscience of Learning, Technology. Above all, Continuous Innovation in delivering authentic experiential education and learning experiences catering to human potential development for corporates and schools, has been driving change in the lives of many, since the past decade. Outlife has positively impacted lives of participants by engaging them in learning experiences physically, emotionally, intellectually and socially leading to greater self-awareness, self-development, self-discovery and self-transcendence, thereby creating better citizens, better businesses, better societies and eventually a better nation. Living our values, being passionate leaders and following our life purpose in the service of others by contributing to the larger purpose of education, development and transformation of people in all spheres of life, we authentically express our talents, passion and purpose through calling ourselves “Outlife”. The Destination Driven by Our Core Values (Service, Education, Innovation, Creativity, Excellence, Action, Integrity, Care and Compassion), we envision a future where we emerge as an all-round Leader in the domain of Experiential Training, where we facilitate learning experiences that result in Learning, Change, Action and Joy for our Customers. The ‘Big Picture’, the future of what we believe our company is, has most often given clarity to clear major milestones in our day-to-day work. We consider ourselves lucky, in the sense that our ideologies are often goal driven and we value our approach to becoming a transformational work culture from a service-oriented work culture that we currently are. The destination that we set for ourselves in this life journey shall remain constantly changing, and that’s a promise we’ve made to ourselves, envisioning our overall growth. We understand that the path we wish to travel demands continuous innovation and change, and we’re furthermore elated as we believe that we are enablers in this zone. All said and done, these destinations are all halts for getting ourselves refreshed and ready for the bigger journey. There’s no true one-stop destination in our journey, as the journey itself is what we believe is our destination.
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The Ultimate Guide on How to Plan an Outbound Training Program for your Team / Company
Outbound Training in India is known with lot of different names like Outbound Learning, Outdoor Learning. Adventure Based Learning, OBT Training. Corporate Adventure Offsite, Corporate Outdoor Training, Team Building program, Outdoor Management Development Training etc.
The essence of an Outbound Training Program is based on Experiential Learning methodology and the Experiential Learning Cycle that consists of various phases of learning from experience, reflection and transference of the learning to the workplace settings, by a trained and certified outbound facilitator who uses a method called questioning, debriefing or processing that is based on the experience and behaviors observed in the activity. 
The Experiential Learning Cycle - pfeiffer
Here are 10 ways to make your outbound training effective, drive behavior change for better performance and give a return on training investment.
The following are some of the important steps in planning a safe and effective outbound training program for your company's Team 1. Identify Learning Needs and Outcomes for the Outbound
The first step in any training is to identify the need for conducting the outbound. The learning objectives need to be identified clearly with the expected outcomes. It is generally advisable to consult the various Business Heads, the participants and the business needs to come up with the learning needs.
Typically about 2 Learning objectives can be addressed in a day (6 hour) through an outbound training intervention. Avoid putting too many learning objectives and outcomes as the training focus may be diluted. Keep sufficient time for reflection and debrief that can include individuals working with a reflective workbook, group discussion and facilitator debrief. 2. Identify Location for the Outbound
Outbound Training needs an environment that is safe for learning and gives a sense of belonging to the participants. Ideal locations would be green and serene environments that has a therapeutic effect like nature based camps and those that bring the participants out of the comfort zones.
Outbound Training is also extensively done at places like resorts and in banquet halls. The environment can have a major effect on the experience and learning of the participants. Some Learning partners will have their own campsites with all facilities for Outbound Training Interventions. Other important aspects of selecting a outbound location would be a) Distance and Time to reach b) Cost and Budget c) Facilities and Amenities available - A major one is space with shade and sitting areas for debrief. d) Food Quality, Hygiene and Cleanliness 3. Selecting your Outbound Learning Partner
Selecting your Outbound learning partner can be the determining factor on the impact of the program. Training Companies that specifically focus on experiential education tend to be better at design and delivery of the programs that can meet client expectations.
The Outbound Training partner should be able to understand the learning needs and outcomes, Industry segment, and business needs. They should design the program keeping in focus the learning objectives and the outcomes. Should be capable of coaching, mentoring and evaluating to measure the impact after the program. 
4. Selecting the Outbound Facilitator
The outbound facilitator is the person who will deliver the program. Its important for the facilitator to be an expert in experiential education and have the relevant experience delivering outbound and Adventure training programs.
The facilitator should also be involved in understanding the learning objective and outcomes of the program. Ask the learning partner on who will facilitate the program and get in touch with the facilitator much in advance to discuss the objectives, outcomes and flow of the training agenda. Apart from the Facilitator the support staff and adventure staff are important components of an outbound facilitation team. make sure there are experienced and qualified support and adventure staff that accompany the facilitator. The facilitator to participant ratio is utmost important, while recreation programs can have 1 facilitator to 40-50 participants, educational programs on behaviour competency should not exceed 1 facilitator to 20-25 participants and Leadership Development programs may have 1 facilitator to 10-15 participant ratio. Learn more on how to become an outbound trainer Lean more on Outbound Training Certification 5. Preparing the Outbound Training Agenda
An agenda that captures the learning objectives, desired outcomes along with the session flow is important part of the outbound training design. The training agenda has to detail the time sequencing along with the objective and outcomes of each outbound activity. The activities has to be suited to the age, gender and physical abilities of the participants. special care has to be taken to include diverse and specially abled participants.
Having a plan is a great way of ensuring that the training sticks to the learning objectives however its equally important to keep space for emergent learning that cannot be planned. A good outbound program balances a planned and emergent approach to learning. 6. Preparing the Participants
The success of the outbound program will also depend on the involvement and participation of the employees as Outbound learning programs require the participants to get involved, share experiences and make the program participatory. Make sure to inform the participants to set the expectations on the nature of the program and guidelines to prepare for a better outcome.
7. Safety and First Aid
The Nature of Outbound Activities involves movement and high energy. Its important to plan for safety and this involves the following.
a) Safety that includes not just physical safety but also an emphasis on creating a safe learning environment with emotional, psychological and social safety for all the participants. a.1) Safety instructions to the participants that details what to wear, what to bring, what to expect, what to do and what not to do. The least participants want are surprises and coming in a dress code that restricts movement. Its important to collect information on any medical or special care needs of the participants. b) Recce the place and preparing the space by removing any obstacles that can come in the way. c) Putting up sign boards for areas that are out of access. Putting indicators of the training area. d) All equipment being used should be clean and disinfected before used. Any Adventure Equipment must be from reputed brands that have accredit ion with UIAA certification. e) The Facilitator and Staff should be trained in basic first aid and emergency handling. f) A comprehensive First Aid kit, cold pads, along with a certified first aider, stretcher has to be kept ready. g) An emergency vehicle to take care of any injury or need of a medical checkup or intervention has to be on standby h) Handy List of close by doctors and hospitals to be prepared in case of emergency. 8. Measure effectiveness
Set up realistic expectations from the start and establish behavior competencies and performance metrics to measure the outcome of the program. The learning partner should be able to help you quantify the metrics and report back with detailed feedback and analysis.
The kirkpatrick model of training evaluation can be used to measure outbound training effectiveness. This includes the level 1 of Reactionary feedback that is taken from the participants on the day of the event. The Level 2 of learning both on the day of the event and within a months time after the event. The third and the most important aspect would be behavior change at the workplace, these can be done within 3-6 months time with a 1-1 survey, supervisor rating and 360 feedback. A good idea is to measure the metrics both before and after the program, this will help to not only measure the impact but also the progress with actual performance at the workplace. 9. Followup and Regular training
Outbound Training is not a one time quick fix and the participants may need followup, further mentoring or coaching with regular assessment and intervals of training for the behavioral changes.
Its a good idea to measure effectiveness and performance and regularly conduct outbound training over a period of time to see the impact on behavioral change and performance at work. 10. Finally Remember
The budgets spent on outbound will be higher than a classroom training sessions and so is the overall impact. Sometimes companies tend to spend huge amount on the resort facility and a paltry sum on the training by hiring a emcee or team building jockey to deliver the program, making the program ineffective.
So decide whether you want to do a fun based recreational program or a outbound Training based development program and balance between the needs and outcomes.
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Outbound Training Programs Outbound Training Interventions Outbound Training Certification
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