Recommended Training Plan
Like any profession, adventure practitioners should be continuously practicing and developing their skills. Training should begin with a solid foundation of basic technical and facilitation skills and be updated regularly to stay current with best practices in the field and with the needs of one's program. Below is a basic outline that we recommend for all challenge course programs.
"In addition to the solid foundation in facilitation, my High 5 experience afforded me some powerful lessons in creative thinking and relationship building."
High 5's Recommended Training Plan
- Initial Training
- Adventure Basics or the equivalent for sites with Low and High elements
- Introduction to Low Challenge Course Elements and one day of facilitation training for sites with Low elements only.
Previously Trained Staff
- Regular Skills Refresher from a Qualified Challenge Course Professional*
- Beyond Basics: Advanced Technical and Facilitation skills or equivalent
- Managing an Adventure Program: For many sites it is recommended to have someone on site who has attended a manager level training.
- Other workshops for specialized focus.
Training should begin with a solid foundation of basic technical and facilitation skills and be updated regularly to stay current with best practices in the field and with the needs of one's program. High 5 offers a variety of workshops to support ongoing staff development plans, and can customize any of them to best fit with the needs of your program and staff.
Annual Skills Refreshers
Either performed in-house or from a Qualified Challenge Course Professional.
Professional Trainings vs In-House Training
Trainings by outside individuals or organizations are a vital piece of every organization's training plan. In-house trainings that refresh and re-visit the various skill sets are also invaluable to maintaining good practices among staff.
Customers ask us regularly if it's okay to train their own staff. We encourage this to a certain extent. However, it is not a good practice for a program to conduct internal trainings only.
Often a staff person who attends a professional training provided by an external vendor may want to come back to train others on his/her staff. However, too often these efforts include only a fraction of the time and content of the original training. They also tend to focus on technical skills only with insufficient time spent on the broader but equally important topics such as program design, proper sequencing, program philosophy, etc. These "second" and "third" generation trainings can result in diminished quality over time.