For 20 years, Syngrity has been partnering with organisations to address leadership, communication and behaviour; using experiential methodologies; some indoor and some outdoor. Experiential education has its roots in outbound and has been successfully used to create some ground breaking “break throughs” in people, teams and organisations.
At Syngrity, we did not want to restrict ourselves only to the outdoors. For the record, we love the outdoors and realise that being in the outdoor provides an opportunity to the participant to be in unison with the senses and the five elements that are inside and outside of us. Just for this, we are taking people for an inner leadership, discussion based, trek to the Everest Base Camp this September.
Creative Sciences do the same thing. Syngrity took its knowledge of music, rhythm, sound, art, food, theatre etc and has been able to successfully implement the principles of experiential education in its processing.
Over a period of time, we realised that team – building (we get inquiries a lot about team building) is not out job. Building teams is the organisations job. What we do very well is deconstruct what teamwork means. Breaking teamwork in its basic elements of personal contribution, contribution within the team and contribution across teams, allows participants to really understand their own significance in the larger scheme of things and how each person is a pillar for the organisation.
As mentioned above, we use various creative mediums to address issues specific to a certain group. Depending on what the need of the team is, and we like to know in detail. We insist on signing NDA’s so we have access to information which is relevant to the success of the organisation and the team in question. Only after a thorough understanding of what the need is do we recommend a particular intervention. Reviewing is an integral part of any experience. And we take pride in our reviewing. The process questions that are used are very specific to bring out thoughts and answers which may not be openly addressed. The catalyst obviously is the intervention. The process questions are carefully designed with our clients and the main stake holder in the organisation. It is a process. And it is not team-building. Once the intervention is complete, and the debriefing has been done, it is the responsibility of the organisation to take the learnings back and to ensure that the participants/ teams are effectively using them. That is when team – building comes into play. That completes the cycle of learning.
To know more about our work and processes we adopt, click on www.syngrity.com
Have a look at this video where we are using rhythm to work with team work, hierarchies, processes etc.
