The outdoors offers a plethora of conditions to implement exercises and programs together which quite tightly address a very wide range of needs.

The key to making ELP really relevant is to ensure that the tasks provoke the relevant processes.

Exercises and activities are tailored to meet the actual needs of the delegates and the organizations.

1. People learn best when personally involved in the learning experience.
2. Knowledge to be truly meaningful , has to be discovered by the individual.
3. People are more committed to learning when they are free to identify and pursue their own goals.
4. In a well designed experiential learning program people will be encouraged to experiment, try new behaviors and draw their own conclusions.
5. Experiential learning stresses a sense of success and accomplishment in learning. Motivation is based on the desirability of the goals and the chosen methods of reaching them. In the outdoors, it is easier to set real problems with real consequences and real constraints.
6. People will not always return from a program loving each other. They may simply understand each other better. As seniority and expertise at the workplace are neutralized, behavioral skills and process awareness becomes more important. Everyone has something to learn and the outdoors gives the opportunity to do so.
7. The effective outdoor approach would be-
   1. Exercises which are full of relevant process experience.
   2. Review of the processes underlying the exercises to articulate the learning that took place.
   3. Input to help participants to make sense of their learning and put it into a legatee framework.
   4. Giving the participants the opportunity to plan how they will use the new ideas in future situations, initially in the next exercise, but also on return to work.