Connection in a disconnected world: why learning experiences matter more than ever

I was in conversation with a long-time friend of RSVP Design last week, discussing the present state of workplace training; we'll be heading out to Washington DC for the ATD Exhibition this week and I was wondering what I might expect. Part of her response really stuck with me and I've thought about it a number of times since: "We've never had a ... Read more...
Practicing Before the Pressure: Building Negotiation Skills that Stick

The literature of Leadership Development has many advocates for an approach characterised as ‘learning on the job’. Strong voices that tell us that the best way for leaders to hone their skills is through the visceral, first-hand practice of leadership itself. I’ve got some sympathy for this viewpoint, there are some parts of leadership ... Read more...
Are you developing teams beyond a culture of blame?

Even a cursory browse through the huge volume of literature about great teams will reveal that there's an understandable interest in how they just seem to 'get it right'. There often follows a prescription to help other teams follow that path to success. We read about aligning individual contribution, solution-focused communication, building a team... Read more...
Do you focus on what you’ve learned, rather than what you’ve achieved?

I was challenged by a friend recently; she was making the point that we routinely ask clients to represent the complexities of situation or organisation in a way that reduces them to banal simplicity. What she asked me to do was to capture my life as it is today in a single representational diagram. I made several starts, only to abandon an attempt... Read more...
DON'T invest in learning (invest in behaviour-change instead)

I know I've written about this before, but it's important and it keeps coming up in conversations I have with L+D people so I feel it would be timely to ask a few questions about how learning in organisations is understood. As you'll know I'm a specialist in experiential approaches to learning, so I'm going to look at the subject from that ... Read more...

Blindfolds are an extremely versatile training tool and one which we generally find we don't have, just before we need them! If that is the case please order them from us as we can dispatch a pack of 20 high quality re-useable blindfolds to be delivered to you typically within 24 hours! Access the Download Tab below for more information & ideas on how to use blindfolds in your training design!

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Blindfolds(86.63 KB)

Trust

Leadership

Remote Management

Active Listening

Diversity

Change Management

Resilience

Non-directive Coaching Skills

Blindfolds can be used in a wide variety of situations either with existing activities to change various elements of it, or to simulate a number of different challenges to individuals and groups.

Access the Download Tab below for more information & ideas on how to use blindfolds in your training design!

The blindfolds are manufactured from black polyester and are supplied individually wrapped.

We suggest wiping down/cleaning blindfolds between uses with antibacterial wipes.

20x blindfolds are supplied in one pack.

Package Weight 0.2kg.

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Cultural Connections

$51.00
Learning Focus
Diversity/Cultural Awareness
Effective Communication
Knowledge Testing
Problem Solving
Resilience
Teambuilding
Group Size

4 - 8

Duration

10-20 Minutes
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Colourblind® Plus

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$410.00
Learning Focus
Change Management
Effective Communication
Listening
Problem Solving
Resilience
Teambuilding
Group Size

6 - 14

Duration

20-40 Minutes
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Workstations

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$22.00
Learning Focus
Collaboration
Effective Communication
Knowledge Management
Problem Solving
Resource Management
Strategic Thinking
Group Size

6 - 10

Duration

20-40 Minutes

Connection in a disconnected world: why learning experiences matter more than ever

Practicing Before the Pressure: Building Negotiation Skills that Stick

Are you developing teams beyond a culture of blame?

Do you focus on what you’ve learned, rather than what you’ve achieved?

DON'T invest in learning (invest in behaviour-change instead)

Blindfolds

Learning Focus

Group Size

Duration