Japan Solutions fully engages participants from the very beginning of all our workshops. We at Japan Solutions believe the greater a participant's involvement in the training process, the more effective the training becomes. Japan Solutions uses participative learning and experiential training methods and our most important tools are the "Learning Contract" and the "Debrief".
Highly Inter-Active workshops can be great fun BUT to be truly great training there must be takeaways which can be transferred back to work. We constantly challenge Participants to answer the question "How can you apply this training in your workplace?"
Using experiential methods requires confidence, flexibility and experience on the part of the trainer and Japan Solutions has attracted an incredibly strong line-up of talent.
Japan Solutions talent team concentrates our efforts on creating relevant participative exercises. We ensure that the exercises we develop are in line with the overall training objectives and never choose training exercises just to "fill in an hour" of training. We also carefully plan the timing and execution of the exercise, including the debriefing session.
In addition to meticulously choosing the right training exercises, Japan Solutions trainers allow sufficient time for debriefing. During the Debrief the trainer draws on their years of experience and provides feedback as an observer. The trainer re-enforces the main learning points from the exercise
and helps Participants establish the relevance of those lessons to their actual workplace. The debrief is almost always the most important part of the exercise because during the debrief participants analyse and process the experience and consider how they can apply their learning to their working environment.
Effective debriefing include an opportunity for Participants:
To relate their own experience of the exercise
To consider practical ideas about incorporating this learning into their working environment
Show me, and I may remember.
“Tell me, and I will forget.
Involve me, and I will understand. ” – Confucius, 450 B.C.
These methods come from the filed of experiential learning as popularized by Pfeiffer and Jones in 1975 which include a 5-stage approach:
EXPERIENCE – an activity occurs - I do something
SHARE – reactions and observations are shared – I talk or write about my experience
PROCESS – patterns and dynamics are determined – I analyse and reflect on what happened
GENERALISE – principles are derived – What does this mean to me in my work?
APPLY- plans are made to use learning in new situations – How can I apply this at work?
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