Experience-Based Training & Development Professional Group
The Experience-Based Training and Development (EBTD) Professional Group is made up of practitioners who actively use or pursue the use of experiential and adventure training and development methods with organizations and businesses. Members are mostly interested in networking, sharing resources, and enhancing the professionalism, safety, quality, and recognition of experiential training and development.
We are a group of professional who facilitate the development of high-performing organizations by engaging groups and individuals in the experience-based learning process. Through shared experience and knowledge, we are committed to supporting the successes and development of our members by promoting collaboration and professionalism.
What is EBTD?
Experience-based training and development is a learner-centered approach to human resource development and organizational change. Rather than presenting information as a teacher-expert, a facilitator using this methodology will create situations which invite participants to discover their own answers to challenging business issues. The information provided by a facilitator challenges participants to take action based upon their decisions, whether the decision is the result of personal or group problem solving.
Perhaps the most important point in defining experiential learning is that the actions of the learner are followed by a reflective process such as debrief discussions, dyads, or personal journals. Insights generated from the experiential challenges are related to participantsí work situations. Therein lies a demarcation of "EBTD" from experiential learning in general. Participants engage in this action-based learning for the sake of enhanced business performance, as opposed to personal growth in general (as may be the case for a more generic experiential program). This methodology could be declared an employee training approach if the skills developed during the experiential session were to be applied immediately back on the job (improved active listening capabilities, for example). A more systemic change, such as an on-going intervention designed to assist a transition to cross functional teams, would be better described as an organizational development initiative utilizing an experiential methodology.