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Introduction to "CorporateTheatre"

"CorporateTheatre" is a theatre-based "learning" methodology that uses theatre tools and techniques to enable corporate participants experience their immense power and possibilities as Individuals and as Teams. The methodology evolved over more than 15 years as I used 'theatre' to integrate and empower my own corporate teams in the organization that I worked with. Seeing the impact of the workshops, as well as the feedback, and the interest that the methodology elicited from other organizations who came to know of it, I decided to take it up as a full-time occupation in June 2002. Since June 2002, till December 2008, over 26,000 Participants have experienced "CorporateTheatre". These have included CEOs, Directors, Consultants, Facilitators, Presidents and Plant workers representing a wide range of Industry, Hierarchy, Nationality, and Culture, with new clients coming in almost entirely through referrals from others who have experienced the methodology.

In the process of doing these workshops and directly experiencing the possibilities and the wisdom of thousands of Participants from varied backgrounds, I have gained immensely rich and valuable insights into the amazing power of human Teams to deliver excellence under pressure, under changing and challenging conditions, and actually ENJOY it. Many of my own concepts and definitions have changed, right from the definition of 'Team', 'Communication', 'Creativity', 'Conflict Management', 'Time Management', 'Leadership', 'Stress', etc.

The objective of starting this blog is to share these insights with whoever may find it useful in the course of working with, or leading, Teams towards consistent excellence.

I will end this first post with the 4 basic learning principles on which the "CorporateTheatre" methodology is based:

  1. Learning happens best in the 'child' state. In the 'adult' state, one has most of the answers, very few questions.

  2. No one can train another. The onus is on the learner. Unless the learner chooses to learn, learning does not take place.

  3. One person's knowledge need not be relevant to another. Learning is best when each one gets in touch with their own wisdom.

  4. Transformation is the most immediate and direct result of learning. If there is no transformation, there has been no learning.

In the next post I will give more details about the methodology and the learning needs that are addressed. As we go further, I will also share insights, concepts, definitions, and actual workshop experiences. I promise to avoid theory and jargon and to share only what has actually been experienced, with absolute honesty and without any frills or embellishments.


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