Enabling Learning Through Exploring, Introspection and Facilitation.



Training Methodology:

Depending on the training need, and the level/ grade of participants involved, an appropriate program design and methodology is suggested.


Normally the methodology of blended learning is used, where conceptual inputs are given along with experiential learning and facilitation. There are psychometric tests and evaluations to create self awareness and also increase sensitivity towards other team members. An action plan is worked out at the end of every program

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kolbPrinciples of Adult learning are used to create change through introspection, self realization, and experimenting in a lab environment. Therefore the programs are conducted more in a Workshop mode instead of a typical ‘Training program’ format. This helps in creating an open environment without defensiveness and egos where people openly and transparently share their views and experiences with others to create learning.  


Participants get opportunities to experience their thought process & behavior during simulated activities, games and role plays and relate it to the workplace. 



Program Design: Special effort is taken to tailor programs to the exact need of the organization so as to arrive at the most appropriate mix. The Training design is worked out after detailed discussion with both the management, and participants.


Program delivery:

Programs always begin with giving participants an understanding of the ‘Purpose’ of the program to make sure all are aligned and know what we are trying to achieve. Goal setting and clarifying the scope of program is done along with explaining what is expected from participants during the program to create a better learning experience.




Self Evaluation / Introspection:

Self evaluation exercises and psychometric tests along with are used to give people a feel of their self, behavioral traits, preferences and personality types. This helps them relate to their typical behavioral responses and choices in different situations when topics are being discussed, or activities are being de-briefed. Introspection and sharing is encouraged.



Relevant Activities to create Learning:

During experiential learning, care is taken to make the activities relevant to the challenges of the organization by appropriately front-loading them and creating suitable constraints. Groups are made such that everyone gets to interact with all in the group, and with different personalities. Every individual is thus given an opportunity to experience his/her behavior and responses in different situations.




Debrief/ Facilitation:

The de-brief/facilitation is an important part of the learning process, where review and reflection on activities and behavior is done in an open and non criticizing environment. People are encouraged to share their views. The facilitator acts as an anchor, guide and a sounding board. As and when required, appropriate models and examples are shared so that participants can relate the discussion to concepts and take it towards a logical end.


Group Interaction:

Group interaction is used in the process of Training by ‘Synergogy’ and has successfully yielded very good results in terms of participation and effectiveness of learning. Group discussion during LGD’s, Case studies, Decision making games and Role plays create an environment that sensitize people of the need for effective interpersonal interaction.       




Leadership & Managerial effectiveness Workshop:

The Leadership workshop and Managerial effectiveness workshop are programs very well received by participants from various organizations, and is conducted entirely using the experiential learning methodology. Every participant is given an opportunity to play a leaders role in simulated activities and games. Inputs are given at a very practical level so as to help participants develop themselves as better managers and better leaders. 


Team Building & Teamwork:

Team Building and Teamwork, conducted exclusively in the Outbound / Experiential mode takes groups through intense activities that bring out their behavior in competitive and challenging scenarios. This takes teams through conflict situations, problem solving and decision making events, competing, collaborating, winning and celebration. This sensitizes participants to the competencies required for effective Teamwork.




Action plan:

At the end of each program or module, participants are asked to work out a detailed action plan for implementation, which is monitored by their immediate supervisor over a duration of 3-6 months. Further contact sessions can be organized as required for reinforcing the learning, and tracking the progress of action plans.


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