What do CEOs/companies look for when organizing development facilitation/workshops and corporate retreats?
Right now, I am located in Asia. I would be interested to find out more about what companies/CEOs look for when organizing such senior management facilitation and workshops/retreats.
Can anyone provide me with advice on how to start an organizational development facilitation/workshops and corporate retreats practice?
Suggest creating a Plan for specific problems requiring resolutions,goals for future planning and financial company review discussing new additional efficiencies creationg additional profits.
Most often they seek the advice of an expert, as an experienced management developer, they should look for a corporate retreat that is going to provide first and foremost stress relief. Secondly the retreat should offer workshops that are exciting and invigorating. Lastly the workshops do not need to be an all day event they need to be 4-5 hours and then the rest of the day for stress relieving and employee bonding. When I set up development facilitation/workshops and corporate retreats the entire retreat is a workshop that in entwined in the retreat. There are many team building events that I plan along with a host of other activities.
inspiring, experiential content about creativity , teamwork, stress management and wellness.
Identify are area of weakness and do a retreat to build that into a strength.
Alternatively you can find an area of opportunity and build on that.
You need a prior analyses of personal and team performance in order to pinpoint weaknesses and focus workshop on them. Or research the business segment you are involved in, find out the novelties and make a refreshment workshop. You can as well combine the two. Do not focus only on workshop though, make sure employees enjoy it.
You need to develop your unique value proposition - what is special about your service? Companies/CEOs have different goals for workshops and retreats. Most are team building/bonding exercises. The more exotic the location the better and if it is in an area where they can do some "outward bound" type activities that can be great, too. Lots of companies do what you are interested in. I would do some competitive analysis before you start.
The need that many executives don't want to admit to (directly) is building a team. It's too touchy feely. I have invited in as a subject matter expert to provide training in strategic thinking, risk, and project/program management. Once I start to engage with the audience, I find out the real agenda is just build more trust and competency in the team (the training is secondary to the socialization).
Every employer want a good environment in the surrondings but need to faith on others and take involvement at every level of activity without seeing their position.
Most expect full service facilities that are private, comfortable, located in good settings with recreational options and have strong recommendations.
They often have wives along so there are activities and facilities like a spa and fine dining.
It depends on the philosophy of the company as well. Some project luxury. Others take pride in a frugal approach.
CEOs and others need to determine if the provider's previous experience is in line with what needs to be delivered. Second is the credibility of the provider. What do others say about their capabilities and history of delivery? Do they have viable references? Can they articulate their methodology to the degree that makes sense as a vehicle for delivering the desired results? Have they delivered services within your industry or segment to the degree that they are able to comfortably engage with the selected audience. Do they have facilities and are they willing deliver on-site? Of course, what are their fee requirements?
In answer to the second question regarding starting a practice, I would suggest that their is no greater enabler to success than experience. Consulting firms provide opportunities for developing and honing facilitation skills. In particular, exposure to roles that involve strategic planning and change management offer a wealth of opportunity in developing such knowledge and skills. In organizing a practice that delivers facilitation expertise, one should consider hiring former senior managers and principals of consulting firms, both large and boutique. Their credentials and experience should instantly add some degree of credibility to your new practice. Another step would be to brand one or more service delivery methodologies. This will help in terms of articulating your capabilities and will ensure that delivery of services structured and cost efficient. In terms of facilities, most providers perform on-site delivery, external sites are either collaboratively vetted or established by the client of their own accord. It is important though that facilities offer a venue and support systems consistent with program requirements. By not going with brick and mortar, you decrease the cost of overhead. In starting your own facilitation group, you will likely want to take full advantage of social media, particularly by creating point of awareness on such sites as Linked-In.com. Add your business name to general listings of providers on the internet. Last, establish a web-site to share your capabilities and contact information with potential employers. This need not be an expensive site and it need not be an e-commerce site.
I hope that these suggestions are helpful to you
THANK YOU for the valuable feedback which I appreciate a lot. Some really good pointers given. Take care.
Human Resource Development is the common concern of every Companies and CEO. Try to find out what best you can give solution towards skills available and skills required. How you can identify and nurture those skills that would create an appropriate team of any Company.
Senior level executives typically have a team of very talented and extremely competent individuals. With so many competing priorities, it's often difficult to carve out time for self awareness and improving team dynamics which includes building trust and resolving tension. Designing a session that will provide tangible insights as to the way forward through to increasing team community will undoubtedly exceed expectations.