One of the most common words heard in corporate parlance is the word, ‘solutions’. Corporate professionals, consultants, training organizations, often talk about offering ‘solutions’. This presupposes that there is a problem and we need to find a way out of it – a solution. The “CorporateTheatre” methodology approaches facilitation from a very different perspective. We do not look at merely enabling participants to find solutions to problems. Instead, the focus is on experiencing and optimizing the immense ‘possibilities’ that are already instinctively and abundantly available within the individual and the ‘natural team’. (For a definition of ‘natural teams’ please visit my article on the subject.) Having experienced these possibilities to deliver excellence and enjoy it under changing and challenging conditions, at the level of the ideal and as primary instinctive behaviour, we then explore, how far these possibilities are being experienced in the workplace. If the sharing indicates that these possibilities are not being experienced as powerfully at the workplace, we then explore where the blocks could be, and how we could work towards removing the blocks. To my mind, this is a far more positive approach.
When briefing us on workshop objectives, clients often ask whether we would be customizing the workshop. The answer, which may seem rather casual or maybe even unprofessional to someone who has not experienced the workshop, is that we do not need to customize. As long as the objective is to experience the immense and infinite possibilities of the human team to enjoy delivering excellence under pressure, there is no need of customizing the workshop. Across the hundreds of workshops and thousands of participants, the behavioural dynamics, and what is more, the sequence in which it is expressed has been exactly the same. That is why we have the absolute, unshakeable conviction that we are dealing here with core, primitive, universal human dynamics that do not depend on the participants’ nationality, or industry or experience. Being so, they are that much more relevant to any team learning objective. This insight is reinforced when we hear teams from diverse backgrounds sharing after the workshop, that the workshop touched upon the core values of their team or organization.
At the same time, where the objective is to experience learning in a specific area of behavioural dynamics like communication, or when the learning has to be connected to a specific function like ‘sales’, or ‘human resource’ management, there is scope for some degree of customizing to make it more relevant. However, this customizing is more in the processing of the activity rather than in the structure of the workshop.