Leadership training that focuses on impact and application back at work — designed for outdoor recreation leaders and facilitators

AORE is providing/co-hosting this High Impact Leadership Training program with Humanergy because as Humanergy has determined, "traditional leadership training is not sustainable, so we are offering something practical."  

With the outdoor recreation industry providing 5 million jobs across the US, many individuals are intentionally advancing themselves and their careers.  For many, the transition from subject matter expert [trip staff, sales, project manager] to leader [program coordinator, director, manager] can be a challenge.  We believe that people who work in or advocate for the outdoors would find value in a shared leadership development program which allows for reflection, network building, and cross sector communication - all based on the similarity of the outdoor industry.


What Is High Impact Leadership Training (HILT)?

  1. Twelve (12) four-hour virtual sessions once a month over the course of a year
  2. A Humanergy Coach facilitates each session and focuses on participants’ realities and experiences
  3. Integration of proven leadership routines, tools and experiential challenges
  4. Small groups (around 20 participants) to allow for rich dialogue, peer-to-peer learning and structured peer coaching



What are the challenges you are leading your team through?

Have you (or someone from your organization) recently advanced from field staff to a leadership position? Don’t leave your leadership transition to chance. Join the High Impact Leadership Training - Outdoor Industry Cohort! 

 

AORE has partnered with Humanergy to offer this year-long virtual learning program, to help you be a better leader within the outdoor ecosystem. Their curriculum is designed based on ACTION LEARNING - where learners are supported through Learning, Deciding Action, Act, Reflect and Reporting. 

 

What’s different about HILT #39 AKA the Outdoor Cohort?  With the outdoor industry navigating many disruptions including economic realities, climate change, workforce development, equitable practice and access, this cohort can connect different organizations and individuals with shared learning and a common understanding of the power of working in the outdoors. 


  1. Navigating Seasonality: The outdoor industry often experiences significant fluctuations in demand due to seasonal changes. Leaders must manage resources efficiently during peak seasons while strategizing to sustain business during off-peak times.

  2. Supply Chain Management: Ensuring a smooth supply chain process can be challenging, especially when dealing with outdoor gear and equipment that may have specialized manufacturing requirements or needing to face disruptions due to environmental factors.

  3. Sustainability and Conservation: As custodians of outdoor spaces, the industry faces increasing pressure to adopt sustainable practices and contribute to conservation efforts.  Leaders must align business goals with environmental responsibility, which can sometimes be a delicate balance.

  4. Managing Remote Teams: Outdoor industry companies often have dispersed teams working in various locations, including field staff, retail outlets, and administrative offices.  Leaders must effectively manage these remote teams, ensuring clear communication, accountability, and cohesion.

  5. Competition and Differentiation: The outdoor industry is highly competitive, with numerous brands vying for market share.  Leaders must constantly innovate and differentiate their products or services to stand out in a crowded marketplace.

  6. Regulatory Compliance: Outdoor activities often involve compliance with a range of regulations and permits, such as land use permits, safety standards, and environmental regulations.  Leaders must ensure that their operations adhere to these requirements to avoid legal issues and maintain the trust of customers and stakeholders.

  7. Customer Experience and Engagement: Delivering exceptional customer experiences are crucial for building brand loyalty in the outdoor industry.  Leaders must focus on enhancing customer engagement through personalized experiences, effective communication, and responsive customer service.

  8. Technology Integration: The integration of technology into outdoor products and services presents both opportunities and challenges. Leaders must stay abreast of technological advancements, such as wearable devices, GPS tracking, and online platforms, and evaluate how they can enhance their offerings while maintaining the authenticity of the outdoor experience.

  9. Risk Management: Outdoor activities inherently involve certain risks, such as accidents, adverse weather conditions, or natural disasters. Mid-level leaders must prioritize safety and implement robust risk management protocols to protect both employees and customers.

  10. Talent Retention and Development: Recruiting and retaining skilled talent can be challenging in the outdoor industry, particularly in specialized roles such as guides, instructors, or product designers. Mid-level leaders must invest in talent development initiatives, foster a positive work culture, and provide opportunities for career growth to attract and retain top talent.


Pricing

Registration is currently closed. Please fill out the form below to and we will share registration information with you on this exclusive training from Humanergy. 

  • AORE Professional/Student Professional Members: $2,200
  • Non Members: $2,500


This is an investment in your leadership development. It breaks down to $45/hour. Payment plans available. 

Attendance, Make-up, and Refund policy can be found here.


Use the button below to share your contact information and we will reach out when registration opens back up.

I'm Interested!


Looking for help in making the case to attend HILT? 

JUSTIFICATION LETTER

Rough Outline for Training

Each session will be four hours, from 1-5pm ET

  • Oct
    Fundamentals of Leadership:  50 DOs for Everyday Leadership

  • Nov
    Effective Communication:  Mutual Understanding

  • Dec
    The Legal Aspects of Managing People 

  • Jan
    Understanding Yourself:  Emotional Intelligence & Myers-Briggs

  • Feb
    Effective Meetings & Time Management

  • Mar
    Selecting & Evaluating Talent

  • Apr
    Building a High-Performance Team:  What Great Teams Do Great

  • May
    Resolving Conflict: Transformative Discussions

  • Jun
    Alignment, Delegation & Accountability

  • Jul
    Coaching: Developing & Motivating People to Perform at Their Best

  • Aug
    Navigating Change: Create & Sustain Commitment

  • Sept
    Applying Your Organization’s Policies and Procedures


Learn more about sessions here.




Certificate Requirements

Participants must attend at least 10 of the 12 courses in order to receive the High Impact Leadership Training certificate. Each course builds upon the previous ones; lessons learned and best practices from one course will be applied to the next.


"Often times you sit in a class and receive training, but then don’t apply it for some reason or another. This approach to leadership development offered me multiple opportunities to practice in the classroom, with wraparound communication. Between sessions, I had many practical opportunities to apply the concepts in my day-to-day work, and then reinforce them within the classroom. I was very excited to be able to apply all of these practical tools immediately within the teams I lead. This program convinced me that you don’t have to be an expert in leadership philosophy, or obtain an MBA to be a great leader."


What Makes HILT Different?

Active participation between sessions.

The HILT program is supported by an online Impact Platform that will keep participants engaged and actively learning even while not in session.


High quality content.

Researched, current, field-tested and user-friendly materials. Physical copies of materials are mailed to each participant. 


Action planning and review.

At every session participants create a plan for applying the training, then report
back on actions taken and lessons learned at the next session. If the end goal is to equip current and aspiring leaders to be difference makers in teams and organizations, then our approach to High Impact Leadership Training is essential to that goal.




Experiential learning.

All sessions focus on examples drawn from the participants themselves.


Bosses are involved.

Participant’s boss receives monthly updates about the training content and suggested questions to ask their direct reports to encourage application of learning.



What do you want to achieve?

Humanergy is committed to your success. We start all partnerships with one critical question: What do you want to achieve?

Our team knows we will pursue our best work together when we're all clear on what's most important to you, your team and your organization.

While clients often approach us for "leadership training," we know that traditional leadership training doesn't develop and sustain leadership because it doesn't focus on application back at work. That's why we created something different.





"Through the HILT program, I have become a much better leader. This program gave me practical tools for handling difficult conversations and navigating confrontation effectively. I have become a much better listener and find that I can apply these concepts to all aspects of my life. After this program, I am much more aware of the need to celebrate successes with my team. We are often really good at correcting people when they do something wrong, but we don't often remember to acknowledge them when they do something right."


What HILT is...

  • Multiple half-day work sessions (up to 20 leaders)
  • Humanergy coach facilitates each session by focusing on participants' realities and experiences and infusing proven leadership routines, tools and experiential challenges.
  • Work sessions rely on small groups (4-6 people) for rich dialogue, peer-to-peer learning and structured peer coaching.
  • All content represents Humanergy's research and collective thinking since 2000. Our long history of client partnerships informs all annual refinements and upgrades. Without a doubt, participants access our most current and very best resources.
  • Program is supported by an online impact platform that engages participants between sessions to ensure focus on application and learning
  • Participants' bosses are invited to participate as sponsors, advocates and accountability partners. They receive monthly communication summarizing session topics and listing recommended follow-up questions.
  • Action learning 

What HILT is not...

  • A one-time event
  • Instructor "teaches" participants everything they need to know by relying heavily on their own scripted expertise and experiences. 
  • Work sessions feature an instructor and projected slides and participant seating varies from theater to classroom to u-shape arrangements
  • Content is sourced from a variety of thought leaders. Instructor lacks the license, permission, or time to refine and improve packaged curriculum. As more and more users apply it and uncover strengths and limitations, it doesn't evolve
  • Participants are on their own once classroom work is completed
  • Learning takes place in isolation without the knowledge and support of a boss. This creates a barrier to introducing new routines, behaviors, and tools back into the workplace
  • Learning without a continuous support system. Good intentions fail to convert to action