Team learning focuses on the abilities of a group working together. It involves the

interaction of people learning from each other as well as from the task at hand. The learning takes

place through the transfer of skills by observing others in action, collective problem-solving and

experimentation, questioning assumptions and reviewing outcomes as a group.

• Share prior skills, knowledge and experience enhancing the learning experience for the team.

• Force participants to present, promote and negotiate their views leading to better retention.

• Develop open, effective communications within the organisation as individuals learn the value of

sharing info with colleagues.

• Create co-operative working practices and build better links within organisations.

• Reveal new insight about colleagues

• Build trust and create a supportive environment allowing participants the confidence to explore

beyond their perceived limitations.

• Generate competition between teams, which motivates individuals to work harder and learn

more.

• Allow team members direct the learning within the group making the training more enjoyable,

relevant and effective.

• Mix normal work teams up. Establish cross-departmental teams or those made up or employees

from all levels of the organisation. The more skills and experiences individuals can bring to the

group, the more effective the learning will be.

• Make the environment as informal as possible. Using only first names and changing out of

normal workplace clothes can remove work place hierarchy. This will give participants more

confidence in offering their own opinions. If practical, hold the activity away from the workplace

to a neutral location.

• Rotate leadership in the teams. This allows everyone in the team a chance to have his or her

say. Quieter, less assertive member may feel over shadowed otherwise.

• Ask each team to make notes to capture the learning generated through the activity. These can

then be shared with all the participants after the event.

• Whatever the activity, be it bridge building or orienteering, set specific tasks so the team has a

goal to work towards and their success can be measured. This will help install a sense of

achievement.

• Keep the learning going. After a set time ask participants to share how their working lives have

changed following the activity and what they'd still like to improve on. Follow up with more team

learning on a regular basis looking at the areas identified from participants.