Teambuilding & Outdoor Training | APS Libero Pensatore

Company Teambuilding & Outdoor Training

Team-building, outdoors, action-learning and experiential training are the pillars of Libero Pensatore initiatives. If you want to develop a customized team-building for your company or organization, contact us to discuss your specific strategic goals and HR goals and we'll translate them into pedagogical goals, and activities.

We develop tailor-made team-buildings for businesses, public and non-profit organizations on topics like: - soft skills, group dynamics & communication; - sustainability, community engagement & social innovation; - mental health, burnout, stress management & wellbeing.

We are members of the international AMITY NETWORK of European organizations dedicated to mental health and sustainability.
We are a member of the European Commission's Pact for Skills.

We privilege playful methods like theatre, communication, music, outdoor activities, and we can take care of the logistics and organization in one of the wonderful outdoor locations of Umbria and Central Italy, so as to add to a great experience the pleasure of landscapes and food.

Some ideas for team-buildings which spur your interest:

Below, a sample of the training projects we implemented for the multinational TackTMI

Leadership and Emotional Intelligence (TACKMI custom training)

Action type: research + training
Title: Leadership revisited: emotional intelligence, teamwork and communication tools for managers
Topics: leadership, emotional intelligence
Duration : 3 full days in-person + 1-day online follow-up. (24 hours in total)
Goals Facilitating post-merger integration at the level of line managers; support teambuilding at the managerial team.
Target: 11 line managers from various company locations in Italy.
Activities: (1) analysis of needs with initial focus group and survey; (2) 3 days in-person+1 day online follow-up; (3); (4) Analysis of quantitative data.

our standard procedure

It is our standard procedure to custom-design all trainings for private companies after a briefing with the management of the company, and to collect (qualitative & quantitative) data on skills development after implementation in order to measure effectiveness. In this case, the brief from training & consulting multinational TackTMI was to develop a 24-hours training program for Line and plant managers of a world-renowned furniture multinational with a decades-long reputation for being at the forefront of design that had been recently acquired by a MNC competing in the same sector. The management of the acquired company thus faced a significant cultural and psychological challenge - that of "processing the loss" and re-establishing bonds of collaboration, of openness to change, and a sense of identity.

It is also a common procedure to involve participants in the co-design of the sessions, and to focus on immersive, experiential, action-learning methods.

Goals

The pedagogic goals were determined as follows:

1. Involve participants from different locations in an experiential learning context:
• Increase participants’ sense of belonging to one team, one company;
• Develop trust and collaboration across executives and company functions;

2. Support the merger process at the cultural level towards:
• Developing individual responsibility for results (flatter organization);
• Develop understanding of empathy, emotional intelligence, kindness;
• Reflect on new corporate identity (diversity, inclusion, equity, local stakeholders);

3. Support the development of emotional intelligence and relationship-related leadership dimensions;

4. During the first team building day, co-develop the topics and methods of the follow-up.

In terms of activities, the methodological fil rouge we chose has been that of Playfulness: engaging participants in a series of playful exercises drawn from Theatre involving body, mind and emotions, so as to reach the stated team-building goals. Each segment started with 5-min. individual-centered mindfulness, a simple and quick routine participants can bring into their day-to-day life. All modules are followed by an in-depth guided debriefing, so as to facilitate group reflection and a theoretical-cognitive understanding; A personal reflection booklet is supplied at the start of the program, to ensure adequate space for personal reflection.

In terms of content: Basics of leadership and effective communication: verbal, non-verbal; content and relationship; power, trust, empathy; active listening. Body, mind, and emotions: the perspectives of yoga, theatre and neuroscience; Basic concepts of Bateson’s Ecology of Mind: Interlock, Double-bind, Relationship, Sense-making

A short survey was administered before and after the training. After each module, a qualitative report was addressed to the HR management with the trainers impressions of the participants.

The methodological thread is play: we will engage participants in a series of playful exercises that engage body, mind, and emotions.
We believe they are suitable for achieving the set team building objectives.

⇒Each segment begins with 5 minutes of self-centered mindfulness:
A quick and simple routine that participants can integrate into their daily lives.

⇒The sessions are followed* by an in-depth guided debriefing:
Group reflection + theoretical understanding;
Objectives: (a) jointly develop a common understanding of leadership, emotional intelligence, trust, and communication; (b) jointly identify the topics, pedagogical objectives, and methods for the 2-day follow-up.
A personal reflection booklet will be provided at the beginning of the program.

An immersive and interactive experience.

STRESS MANAGEMENT (TACKTMI CUSTOM TRAINING)

Action type: research + training
Title: "Equilibrium in communication & under stress: Lessons from theatre and yoga"
Topics: burnout prevention, stress managementDuration : 12 hours in-person training over 2 days
Goals providing actionable tools to deal with high-stress jobs
Target: 12 line managers and employees from various company locations in EU.
Activities: (1) initial survey; (2) 2 days in-person; (3) Analysis of results.

It is our standard procedure to custom-design all trainings for private companies after a briefing with the management of the company, and to collect (qualitative & quantitative) data on skills development after implementation in order to measure effectiveness. In this case, the brief from training & consulting multinational TackTMI was to develop a 12-hours training program for Purchasing employees of a Multinational Company specialized in Chemical components - a job involving a high degree of stress, distributed across the EU on various locations. The manager of Purchases was facing thus constant pressure and communication problems from employees and was looking for actionable tools to improve the quality of working life.

Objectives

The pedagogic goals were determined as follows:

In terms of training activities, the overall purpose was to allow the manager to receive learning inputs from her subordinates, helping her subordinates to develop understanding and empathy towards her and vice versa, and to facilitate the formation of a team «spirit» or «feeling» among participants. For this, we chose a series of Theatre Methods related to Playback Theatre, whereby the manager told a simple STORY and participants re-enacted it in front of her and the other participants: The story had to be a typical STRESSFUL situation (difficulty, vulnerability, current or (better) past; it had to involves top management and/or important stakeholders and it had to involve not necessarily DECISIONS, but a complex situation where the entire team experience stress («us against them» situation)

A short survey was administered before and after the training. After each module, a qualitative report was addressed to the HR management with the trainers impressions of the participants. The resuts pointed to the need for a coordinated set of structural interventions impacting all three factors: Reducing the structural level of stressors; Supporting employees on wellbeing with periodic + permanent interventions; and Protecting the current (positive) team dynamics.