Here are seven hard-won lessons on creating experiences that actually change how teams work together
If you’ve ever organised or attended a team-building workshop, you’ve probably asked yourself: Did people really learn something—or was it just a bit of fun?
It’s a common dilemma. Many leaders and HR professionals want their teams energised, connected, and motivated but worry that most workshops either feel like entertainment with no substance, or like classroom training in disguise. Striking the balance between meaningful learning and engaging experiences isn’t easy.
Over the past few years, we’ve had the opportunity to run more than 200 experiential workshops, with groups as small as 20 and as large as 600. Along the way, we’ve discovered what really works for both the participants as well as facilitators striving to create experiences that matter.
Here are seven of the biggest lessons we’ve learnt, insights that might help you think differently about the next workshop you might organise for your team.
1. Learning is possible – Even through fun
Many assume that real learning only happens in a classroom, while activities are “just for engagement.” We’ve found the opposite to be true.
With the right design, gameplay can spark deep reflection. A well-facilitated debrief often leads to insights on values, collaboration, or leadership that no lecture could achieve. The key is to go beyond entertainment and create space for learning to emerge
2. Keep it simple, especially with large groups
In our early days, we sometimes over-designed activities for big audiences, thinking complexity would impress. It didn’t.
Participants don’t want complicated rules—they want clarity. A simple, well-explained activity creates excitement instead of confusion. Our OPS briefing format—Objectives, Parameters, Safety—helps keep things sharp, focused, and easy to follow.
Irrespective of whether you adopt the above format or not, the key takeaway is that simplicity works- it is way more effective.
3. Innovation and “customerisation” are essential
Clients don’t want off-the-shelf activities; they want experiences that feel relevant to their people, culture, and theme.
We call this customerisation: going beyond surface-level tweaks to truly understand what matters to the client and tailoring the experience accordingly. When activities connect to the client’s story, the impact multiplies.
Work collaboratively with the team building intervention provider to ensure that the activities planned can forge that deeper connection with the organisation’s story or reinforce some key values.
4. Adaptability is everything
No matter how detailed the plan, something will change: timelines shrink, weather shifts, venues alter. Sticking rigidly to the script rarely works.
The best results come when facilitators stay alert, read the room, and adapt on the spot. Quick adjustments, without losing energy, turn potential disruptions into moments of flow.
It is good to expect the unexpected and be nimble enough to adapt.
5. Humility on stage makes all the difference
Leading a large group can tempt facilitators into “performer mode.” But the most powerful workshops happen when facilitators step back, listen more, and let participants’ voices shape the learning.
Humility, asking thoughtful questions, respecting every contribution, and handling setbacks with grace creates psychological safety and trust. And that’s when people truly open up.
Set the stage and create an environment for such opening up, that invariably leads to the formation of stronger bonds.
6. Teamwork is always on display
Participants notice how facilitators work together. Many have told us later: “We learnt just by watching your team.”
That’s a reminder that backstage coordination, silent communication, and attention to detail are not invisible they’re part of the learning environment. When your team models strong collaboration, participants feel it.
7. Safety is non-negotiable
Whether indoors, outdoors, or in unusual spaces, safety must come first. Even small oversights can undermine trust.
Every briefing should include safety watch-outs, not as an afterthought but as a core message. And when something happens—a minor injury, or someone needing a break pausing the activity to care for them sends a clear signal: people matter more than performance.
Measuring impact: The hug-o-meter
We often joke about rating workshops on a “Hug-o-Meter” how many hugs we receive at the end. It may sound light-hearted, but it captures something no feedback form can: the depth of human connection.
For us, that’s the true measure of success.
Final reflection
Looking back, these lessons have made us not just better facilitators but better listeners, planners, and human beings. A great experiential workshop isn’t about flashy props or loud cheers alone. It’s about creating a space where people feel safe, heard, and inspired to carry something back into their work and life.
And the most important lesson? We’re still learning – every single day.
Siddharth is the Co-Founder of Korelate Learning, where he designs experiential learning programs that go beyond fun to build trust, leadership, and alignment within teams. With over 14 years in the L&D space—across facilitation, business development, and leadership—he brings deep expertise in purpose-led team building, MBTI-based psychometrics, and customized leadership journeys.
Courtesy & Source
This article incorporates key insights from People Matters’ piece titled “What We Learned from Facilitating 200+ Experiential Team-Building Workshops” originally published on People Matters.
🔗 Original article:
People Matters
