Business Benefits

LEARNING OUTCOMES

6 Delta Model

Based on our experience of 10 years we developed Wild Drift 6 Delta model to analyze, interpret, design and deliver team interventions.
The model consists of 6 levels of outcome descriptions.

1.    Level 01 – Bond as a team.

This phase describes the interpretations of temporary absence of real world challenges and issues due to exhilarating feelings among the team members. The emotional euphoria of achieving mental and physical stretch, winning together, meeting challenges together and the enjoyment of fun as a team in a program contributes to this mental state of the team. We might not achieve any learning but this mental level is the foundation for further learning to occur.

Level 2 – I see others differently

This phase describes the mental state of a team member when he “perceives” other team members differently. This happens when the activities sets the context to bring out real personalities behind names, designations, cubicles, structures and email addresses.

Level 3 – I see myself differently

This phase describes the mental state of a team member when he “perceives” himself/herself differently. This state emotionally “forces” a team member to deal with “perceived realities” of him/her. This state will help the member/s to stretch their limits, accept weaknesses and deal with ego and self efficacy levels.

Level 4 – How can we interact differently?

This phase describes when the learning is captured at team level. This could be achieved when the program and the debriefing process makes the  team members to re-evaluate how they deal with each other in one on one context or as a team. During this phase most teams accept that the ways they interact as human beings are not appropriate, not productive or efficient.

Level 5 – How can we rearrange our work patterns?

This phase describes when the learning is captured at team level and reflected deeply. This could be achieved when the program and the debriefing process makes the  team members to re-evaluate how to organize their work processes to be more effective, how to be more responsive and even what not to do on an operational context.

Level 6 – What is our purpose?

This phase describes when the learning is captured at team level and reflected deeply. This could be achieved when the program and the debriefing process makes the  teams  drive deep to deconstruct their firmly held ideologies of who they are, why they exist, what are they trying to fulfill and what are the values that guide them.