We present below some of the methodologies we use in our work. Some of our clients may believe that irrespective of the methods used, the job must get done at the end of the day. At O&A, we believe that the means are very much instrumental in arriving at the end outcomes. The more rigorous we are in the application of the methods, the better we find the results.
  
Experiential Learning
The experiential learning model and its practical counterpart, the action-research method, are among the most seminal of the many contributions made by Kurt Lewin and his associates in their early work on group dynamics. Research has proven that adults learn best through the experiential methodology, where participants go through an experience, reflect on the learnings from the experience assisted by the facilitator, conceptualise their learnings for future action after the experience, and then experiment with new behaviour when the next opportunity comes. Experiential learning also allows for participants to be in-charge of their own learnings. Almost all of our work has a strong experiential component, which we believe is one of our core strengths.
 
Outward Bound Learning
An Outward Bound Learning experience (OBL) is designed as an educational experience based on the principle that the individual develops self-confidence, concern for others and self-awareness when confronted with challenging experiences involving adventure, based in the outdoors.

The OBL seeks to help participants experience that they possess the necessary internal resources to achieve whatever they truly desire; that despite differences in backgrounds, humans are more alike than different and can live and work together; that it is a part of human nature to be helpful and to collaborate.

Outward bound experiences leave a deep impact on participants as they begin to get in touch with their strengths and the influence of being in nature also adds to the overall sense of fulfilment.
 
Semi-structured group work
The T-group methodology, in which both consultants in O&A and many of our collaborators are trained, is undoubtedly a powerful methodology for learning about individual growth and group dynamics, but most of our work with our client systems uses a combination of structured and unstructured methods. Our strength is in combining our competence in facilitating unstructured work with our ability to design structured interventions, which will help us meet the objectives of the intervention quicker than through a completely unstructured method.
 
Appreciative Inquiry
In its most practical construction, AI is a method that selectively seeks to locate, highlight, and illuminate the life-giving forces of the organisation. AI seeks out the best of 'what is' to help ignite the collective imagination of 'what might be'. AI provides a process that enables quantum leaps - ways of moving ahead that surpass the incremental and mechanical to a process that enables innovation, inspiration and organisational alignment leading to new levels of success and achievement for the people and for the organisation.
 
Future Search
"A future search," is a large group planning meeting that brings a 'whole system' into the room to work on a task-focused agenda. In a future search, people have a chance to take ownership of their past, present, and future, confirm their mutual values, and commit to action plans grounded in reality."

Future Search enables people to cooperate in complex situations, including those of high conflict and uncertainty. People from diverse backgrounds use Future Searches to make systemic improvements in their communities and organizations, working entirely from their own experience. It has been employed with most social, technological and economic issues.
 
Large Scale Interactive Processes
Large-Scale Interactive Events are a process through which a critical mass of stake holders decide on feasible action plans on ‘common grounds’ (matters that they all agree need attention) through simultaneous interaction under one roof in a concentrated period of time (usually spread over three days).
 
Open Space Technology
Developed by Harrison Owen, brings together a group of people to share ideas and ideals and engage with their interested colleagues in conversation. The process enables people to talk on various topics in a loosely structured environment. The assumption is that change occurs as human energy is surfaced and channeled productively.

An Open Space meeting is facilitated by a process facilitator who creates a forum for the “energy” that is inherent in the group to emerge. Accordingly, the facilitator carefully defines the process rules, principles, and boundaries within which
conversations can take place. Given the overall topic for the Open Search session, participants are invited to share potential ideas and agenda items and to become discussion leaders for others who want to join them. Interested parties then meet in a predefined location and together have a discussion or plan actions. While a primary value underpinning the Open Space methodology is organizational harmony, a core assumption is that organizational members act responsibly when they are given the opportunity to surface, discuss, and solve real-world challenges.