Societies develop in the measure that integrants grow learning about their own experiences and making a commitment with the change that is aligned with the search of the solution of their problems.
Eco-Ventura applies the methodology of experiential education, directed to the training and transformation of people as individuals, powering their social competencies in an intimate interrelation with others.
Our park contains 55 elements among high cords and low cords put there to give experiences of learning to diverse sectors of society such as: school centers, churches, NGOs, ADESCO, universities, Government institutions, PNC, enterprises, firemen, rescue teams among others.
To foster and strengthen areas like: organizational capacity, leadership, communication, teamwork, trust.
The Park impart diverse rope courses oriented according to learning generated. A course of ropes consist of a sequence of physical activities and mental challenges to solve problems.
Exercises of low ropes are excellent means to foster solidarity spirit, teamwork, cohesion, communication, critical Thought, leadership and synergistic results. Resources stablish confidence links, stimulation of creativity, importance of planning, vision, optimization of resources, value of time and live personal and shared values.
Stimulating synderesis, understand it as the natural rational capacity of the human being to exercise a right judgement differentiating good from bad, right from wrong it means to develop an awareness to differentiate values from anti-values.
Exercises in high ropes are oriented to individuality, self-exploration, self-discovery and self-knowledge.
We make evident our strengths and limitations to overcome, testing our capacity of decision making, self-confidence and leadership.
High ropes are an excellent tool for leadership in the field of experiential education.
A journal in Eco-Ventura includes a combination of simulations and ludic games, between high ropes and law ropes. The sequence of activities is determined for facilitators based on previous conversation with participant institutions.
We do not offer a pre-designed package to your enterprise. The journal we offer implies your participation in the development of it. We have a psychologist who will be encharged of developing a personalized currículum for your enterprise. Our field of experiential education is the biggest in El Salvador and possibly in Central America.
We emphasize that our team is young, but they have received intensive formation on methodologies. However, if your enterprise has a relation with facilitators we are willing to talk about the renting of our installations to your facilitators.
Our conditions include that facilitators have the necessary qualification and experience on rope courses if they consider the need of using the elements of our park.
THE IMPORTANCE OF FORMATION AND BUSINESS CORPORATE TRAINING
THE EXPERIENTIAL TRAINING
The experiential training is about learning by doing and understanding. There is a series of formal definitions for the term “experiential learning.” However, the best, without mentioning the easiest to understand, is: learning by doing! If we use this definition to try to understand what implies experiential learning, then we can see the two components of the definition are mutually dependent on each other:
With this idea in mind, any initiative of training, course, interaction or designed program to facilitate the teaching and learning through “do” and “experience”, can be considered experiential training.
The main distinction between experiential learning and traditional training not based on experience is that, while the second put much emphasis in learning before doing; the first facilitate learning through doing. That is why the organizations include activities of experiential training in their initiatives of corporate learning:
• They produce real results faster than the program predominantly focused on formal training.
• Expose the employees to situations of the real world that are specific of the enterprise, and not abstract constructions that could not be applied to their job.
• While traditional training produce people well prepared for the work, that they can stop doing their functions immediately and then take a new training, the model of experiential learning let the employees “fail quickly”, which take them to a capacity of immediate recovery.
• The tests, exercises and assignments can not imitate to a workshop or a call center with an accuracy of a 100%. At putting learning out of the center of training and put it in the place of work, workers with experience can improve themselves by practicing habilities they need. Repeatedly taking the same exam or test wont improve practical skills in the same measure than the practical activities.