WILD PART 2 (1)

WILD. JENUARY 2020 a youngster manual for future outdoor leaders CREDITS EMMA DI PIETRANTONIO in this issue: PUBLISHED BY VAGAMONDO CREW what if am I outdoor?

WILD. CONTENTS a youngster manual for future outdoor leaders what is WILD what if i outdoor? Outdoor Values Communication style Analisis Kolb learning styles Method: GAIA - mATRIX - 4E,EMENTS THEORY HOW TO GIVE FEEDBACK CONFLICT MANAGEMENT GROUP DYNAMICS AND TMB IMPLEMENTATION SCALE OF COOPERATION RISK MANAGEMENT STATE MANAGEMENT GOLEMAN'S LEADERSHIP STYLES GAMIFICATION

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WILD 30 “EARTH AND SKY, WOODS AND FIELDS, LAKES AND RIVERS, THE MOUNTAIN AND THE SEA, ARE EXCELLENT SCHOOLMASTERS, AND TEACH OF US MORE THAN WE CAN EVER LEARN FROM BOOKS.” JOHN LUBBOCK JANUARY 2020

\"I am still learning.\" Michelangelo at 87. KOLB 1. Concrete Experience - (a new experience of situation is encountered, or a reinterpretation of LEARNING existing experience). 2. Reflective Observation (of the new experience. Of particular importance are any inconsistencies between experience and understanding). STYLE 3. Abstract Conceptualization (Reflection gives rise to a new idea, or a modification of an existing abstract concept). David Kolb published his learning styles model in 1984 4. Active Experimentation (the learner applies from which he developed his learning style inventory. them to the world around them to see what Kolb's experiential learning style theory is typically results). represented by a four stage learning cycle in which the Different people naturally prefer a certain single learner 'touches all the bases': different learning style. Various factors influence a person's preferred style. For example, social environment, educational experiences, or the basic cognitive structure of the individual. Kolb's learning theory (1974) sets out four distinct learning styles, which are based on a four-stage learning cycle. WILD 31 Kolb explains that different people naturally prefer a certain single different learning style. Various factors influence a person's preferred style. For example, social environment, educational experiences, or the basic cognitive structure of the individual. JANUARY 2020

Kolb's theory LEARNING JENUARY 2020 WILD- A YOUNGSTER MANUAL FOR FUTURE OUTDOOR LEADERS STYLE DESCRIPTION WILD |  32 EVERYONE RESPONDS TO AND NEEDS THE STIMULUS OF ALL TYPES OF LEARNING STYLES TO ONE EXTENT OR ANOTHER. DIVERGING (FEELING AND WATCHING - CE/RO) These people are able to look at things from different perspectives. They are sensitive. They prefer to watch rather than do, tending to gather information and use imagination to solve problems. They are best at viewing concrete situations at several different viewpoints. Kolb called this style 'diverging' because these people perform better in situations that require ideas-generation, for example, brainstorming. People with a diverging learning style have broad cultural interests and like to gather information. They are interested in people, tend to be imaginative and emotional, and tend to be strong in the arts. People with the diverging style prefer to work in groups, to listen with an open mind and to receive personal feedback. ACCOMMODATING (DOING AND FEELING - CE/AE) The Accommodating learning style is 'hands-on', and relies on intuition rather than logic. These people use other people's analysis, and prefer to take a practical, experiential approach. They are attracted to new challenges and experiences, and to carrying out plans. They commonly act on 'gut' instinct rather than logical analysis. People with an accommodating learning style will tend to rely on others for information than carry out their own analysis. This learning style is prevalent within the general population. EMMA DPT FOR VAGAMONDO CREW FOLLOW UP NO BOX PROJECT

ASSIMILATING (WATCHING AND THINKING - AC/RO) CONVERGING (DOING AND THINKING - AC/AE) The Assimilating learning preference is for a concise, logical People with a converging learning style can approach. Ideas and concepts are more important than solve problems and will use their learning to people. These people require good clear explanation rather find solutions to practical issues. They prefer than practical opportunity. They excel at understanding technical tasks, and are less concerned with wide-ranging information and organizing it in a clear logical people and interpersonal aspects. People with a format. People with an assimilating learning style are less converging learning style are best at finding focused on people and more interested in ideas and practical uses for ideas and theories. They can abstract concepts. People with this style are more attracted solve problems and make decisions by finding to logically sound theories than approaches based on solutions to questions and problems. People practical value. This learning style is important for with a converging learning style are more effectiveness in information and science careers. In formal attracted to technical tasks and problems than learning situations, people with this style prefer readings, social or interpersonal issues. A converging lectures, exploring analytical models, and having time to learning style enables specialist and technology think things through. abilities. People with a converging style like to experiment with new ideas, to simulate, and to work with practical applications. “Let us remember that things are not what make us fulfilled. Experiences are.”― Keri Smith, The Wander Society WILD 33 JANUARY 2020

DESIGN “Tell me and I YOUR forget, teach OUTDOOR me and I may TRAINING. remember, involve me and I learn.” ... why do you want to write this project? When you work with people Of a piece of work/project that The best way to do this is to vagamondo crew 34 you'll always have to put you intend to do. directly ask the participants! extremely attention to your An idea is to create a short planning. Careful planning of NEEDS questionnaire before the work with young people, it is training and allow them good to have sound Identify the reasons some days to fill it in. The knowledge and experience of behind organizing this information will help using planning models. Let's workshop/training. Ask you prepare a session just have a look of some of yourself why? targeted 100% to their needs, these  methods together. The Needs of participants avoid repeating things they NAOMIE model is one of two already know as well as that are explored at this site. Which are the needs of the boredom and make a better The framework requires participants? Who are they? use of your resources, evidence of you identifying What experience and knowledge meaning ‘use’ the people who the: Needs- Aims - Outcomes - do they have on the topic? How have the expertise Methods - Implementation - old are they? Which position do appropriately during the Evaluation they hold? How many years do workshop so that they feel they work at the company? What valued and not bored. is their level of English? What information about the topic do they miss?

“If we were supposed to talk more than we listen we would have two mouths and one ear.” Mark Twain NEEDS OF THE AIM Depending on the setting and ORGANIZATIONS/ INVOLVED An aim is a long term the goals you want to What are the needs of the statement of intent. They are organization? Why does the imprecise, often ambiguous achieve, decide on the organization offer this and give a general direction training? In which areas there without time limit. It’s like appropriate methods. are problems and how this the vision of a company. training is going to solve Presentations, case studies, them? What does the OBJECTIVES organization want to achieve round discussions, group through this training? Which Objectives describe what the are the expected outcomes? participants will be able to do, work, interactive exercises, In order to answer this or know, or value if the question, talk with people learning takes place. They puzzles are only some of the who are responsible for the define a desired change of conception of the training. behavior, the learning options that someone has. outcomes. Objectives are NEEDS OF TRAINERS precise, unambiguous and time IMPLEMENTATION Which are my needs? Why do limited. The easy way to write I want to do this objectives is to start each one: Write your workshop outline. workshop/training? What can At the end of the session I learn from it? What skills participants will be able to: Decide through which could I develop through the produce, identify, state, use, design and implementation recognize, create etc. method you will achieve of this workshop? -METHODS which learning goal, how Decide on the methods you much time you need for each vagamondo crew 35 want to use. one of your steps and what kind of material and equipment you need.Check with the organizers if everything that you need is there, if everything functions properly and order the needed material well in advance. ‘By failing to prepare, you are preparing to fail’ – Benjamin Franklin

You need to be more like a dog, we don’t need a bunch of cats in here – meow, looking in the mirror.David BennettMark  EVALUATION GAIA A group is offered activities without any added processes. The Evaluation of the Another interesting The activity itself should do the work and create difference in planned activity is as methodology, Gaia has been group dynamics. Although group dynamic might change, important as the activity the rst complete there is no saying what is changing. Chances that people itself. Critical analysis methodology being proposed learn lessons to apply in their own life are zero to very allows the activity to be to guide the process of limited. Effect of this method is random. improved in the future developing a multiagent system  Goal Focused from analysis to design. In order to create this program and also highlights Implementation of this method you have a goal (subject). Choose the activity in such a reasons why an activity in the Outdoor context and way that a group can encounter situations where they can see did not go as well as Personal Development describe their behavior on this subject. Example: “if a group is always planned. Decide what it like this.The type of activities talking, careful not to step on each others toes, give them an needs to be evaluated used at what moment is a activity with strong time pressure. In this activity they (learning outcomes, subject not discussed in this need to do a rescue for instance. achievement of the set lecture. vagamondo crew 36  Structure of this lecture objectives, trainers’  EXPERIENCE preparation and GOAL FOCUSED delivery, room etc) and EXERCISE how. Will it a written or SUBMERGED a visual one? With open THAN WHAT questions, answers to EXTRA’S choose or a scale? Experience This method is often used if an outdoor company is used that is not specialized in personal development.

Live as if you were to die tomorrow. Learn as if you were to live forever. Mahatma Gandhi Here they can encounter the The group now has a better view Give an activity in which this disadvantage of a talking on each other’s expectations and environment and start has new subject is encountered. Than do finding their way to deal with methods and tools derived from time pressure and short line all the suggestions. the feedback rounds. communication.” After the By taking their, now conscience, activity do a round where all experience and lessons from this Consequently make a new members of the group can activity to the next, the group can give feedback to each other adjust. What they have not done opinion/vision on the subject (feedback explained in is, to consolidate to a group view extras). In the feedback and group approach. Each picks including the feedback that has round people will express up what they feel is important to what they feel did not work incorporate in their personal now come out of the process. and did work. Important is, behavior for the next activity. that it is specific and does   With this new vision, a new not remain in generic comments. What was it that Exercise activity is started, that looks at went well and what was it that not went well. What are First the group needs to create an the subject through another your suggestions for next opinion/vision on the subject that time? This feedback is NOT is to be studied. (For instance: angle. This method about blaming (that has to be give your definition as a group prevented at all times); it is concerning “what is teamwork for incorporates the necessity for about learning and preparing you as a team). As a trainer, be for the next step. clear whether you want to let the group to create a them get away with vague values, or whether you want them to be common vision. Each activity concrete.   starts with a new approach that the group has actively created. Each activity is vagamondo crew 37 therefore an experiment from which the group can modify their model of reality.

WILD |  38 SUBMERGE One of the escape mechanisms is for people to focus on the fact that they are in an exercise. This way they feel they do not have to feel natural and therefore, that it won’t apply to their normal life. By creating real life situations, you bring people into reality. This can be done via 1. Starting up projects within the society, or 2.  Confront people with situations they cannot get away from. The second method can be very short; for instance: in the evening a group hears that they are to find food and shelter without money and Mobile phone. And it can be long; for instance: you bring a group on a wilderness trekking of 1 month or longer, where there are no roads or other human traces. The longer it last, the more the experience is perceived as real life. The idea is, to create a mutual problem/challenge that is experienced as “real life”. During the “submerge”, both method 1 (no feedback, just letting things happen), 2(feedback rounds) and 3 (opinion/vision + feedback rounds) are at the iftrainers disposal. u re thinking you're lost you're PUBLISHER BY VAGAMONDO CREW not lost anymore...

There is no end to education. It is not that you read a book, pass an examination, and finish with education. The whole of life, from the moment you are born to the moment you die, is a process of learning. Jiddu Krishnamurti Than What Ad 2. Blaming is destructive, feedback is constructive (it is the trainers Changes that a person starts As everyone is back home, job to watch this). One by one applying lessons learned when all are asked “what could be they are back home can be every 3 days each person better or did not work”, when strongly increased by two tools: someone has a remark, he/she how the trainer focuses the contacts a should also give a suggestion as group before they get home. to how it could be done The follow up at home. coach/buddy/trainer to inform differently. There will be no Ad. 1 The trainer should sit discussions. Everyone has his down with the group and assess him/her how his planning and own truth and everyone listens what each person has learned. to each other. After this round, How that could apply in their his goals are going. In that the next round people are own life. What the prices where, asked one by one “what should doing it the old way. What their conversation, it is the purpose be kept”; again, there will be no gain would be, when they would discussion. Important is, that apply their lessons. When this to keep people focused on people are concrete and will not is done, the trainer can let the remain in vagueness. As an each individual set goals for the learning from their results and example; Pieter did not ask the near future, where they need to group what they thought but apply their new lessons, to keep on moving and just started tying the rope (is followed by a plan of action. concrete), we weren’t all   improving themselves. working together (is vague).   Within the feedback no excuses     should be allowed. The word but is an indication for an Extra’s: excuse. - Feedback vagamondo crew 39 In the 9 feedback, it is all about: What could be better and how should it be improved, what worked great and should be kept. Even in the smallest item things can be found to improve. The trainer sets the group in a circle and explain them the feedback method. This process is not about blaming; this process is about how we can do better.

After the word “but” everything THE MATRIX METHOD becomes an excuse that denies what is said before the word “but”. The Matrix method or the elements of a method   is a tool to supporting you in defining your method, your usual systemized way of working, Surprise or not so you become more effective and more impactful in your daily work. This tool is there To surprise a group is a great tool. for you to break down the several parts or As any tool, it should be used elements of your working method and this will where it increases the effect give you the opportunity to understand what needed for the goal. you do, how and why you proceed as you do in   A short list as to why a surprise: your daily work . The power of using this tool is The group is not pre-occupied that it allows reflecting both on how we work with what is coming. Therefore and how we perceive ourselves and the world they can concentrate on the here around. Shortly, it allows you to focus on your and now. Within the surprise and personal and professional development, as a without the mental preparation, parallel process. The more you practice  with people are less “on their guard” this tool, the clearer it becomes. and therefore act more natural. It creates stress that can be what is your method? necessary for the effectiveness of the learning goal. JANUARY 2020  Disadvantage of surprise: If a trainer cannot handle resistances, it can damage the training. WILD 40

WILD. a youngster manual for future outdoor leaders Writing this Manual- WILD a youngster manual for future outdoor leaders is harder than I thought and more rewarding than I could have ever imagined. None of this would have been possible without you. NO BOX Team members i say to you all my appreciation for this incredible adventure we lived together. It was AMAZING! Writing WILD i felt like i explored again all the places, the faces, the fantastic moments that we faced. I’m eternally grateful to Panagiotis Mamouzakis and Ilze Bergmane. You guys, taught me discipline, tough love, manners, respect, and so much more that has helped me succeed in life. Let's do more and more. My WILD graphic design wouldn’t have been made possible without Greta Nara and Vykintas Sniečkus, lots of credits to them for the amazing pictures. Love you! A very special thanks to Vagamondo President Fabiano Brn Thank you for introducing me to this wonderful project and give me this suggestion to create this work about Outdoor.Writing a book about Outdoor is a surreal process. I’m forever indebted to everyone of u. I’m honored to be a part of, thank you for letting me serve, for being a part of our amazing company, and for showing up every day and helping more people turn their ideas into stories.To all the people that cross my face, my work, my story or will do in the next future. To you that in this moment are reading WILD because someone talk to you about this or maybe you are interesting in Outdoor training and you find it. Hope that you like it, you read it, you love it, maybe write another edition who knows....let's bring knowledge to this world. A smile Emma

I READ, I TRAVEL, I BECOME. DEREK WALCOTT WILD. a youngster manual for future outdoor leaders THIS MAGAZINE IS THE FOLLOW UP OF \"NO BOX\" PROJECT REALIZED IN COOPERATION WITH SOLIDARITY MISSION AND PUBLISHED BY ASSOCIAZIONE VAGAMONDO SRL ALL RIGHTS RESERVED 2020