Five stages of development in the facilitation of adventure experiences in order of sophistication are letting the experience speak for itself; speaking for the experience by the instructor; debriefing the experience through reflection; frontloading the experience with prebriefing; and framing the experience isomorphically. (KS)

Experiential learning can be understood as a process in which learners recognize and develop their "action-theory." The aim of outdoor development programs--whether mainstream education, corporate training, or therapy--is to facilitate this process. A "reflection-in-action" approach to facilitation is presented and situated in…

Reviewing is an important component of adventure education that involves reflecting, describing, analyzing, and communicating what has been experienced. Reviewing adds value to the adventure experience for participants and provides information the leader can use to evaluate and revise the program. (KS)

Views experiential learning as metaphor development. If a participant's enactment of a personal metaphor leads to an impasse during an adventure activity, this moment of "stuckness" is an opportunity to develop new images that generate new options for action. Facilitators must be sensitive to such situations and assist in widening…

Experiential learning is a client-focused, supported approach to individual, group, or organizational development, which engages the young or adult learner, using the elements of action, reflection, and transfer. This book explores the theory and practice of experiential learning as the basis for designing and delivering effective learning…

Experiential and adventure educators' work can enrich their personal and professional lives if they examine how people learn, the relationship between what is taught and what is learned, their values, and their commitment. To maximize their learning experiences, experiential and adventure educators can seek feedback from colleagues, keep a…

Reviews research on outcomes of Outdoor Management Development (OMD). Presents the first part of a study in which 12 managers and consultants in OMD programs in large British and Australian companies were interviewed to determine how OMD works. Three broad themes were identified: learning environment, personal insights and outcomes, and emotional…