The action-oriented method

For many years action-oriented learning has been successfully used in organization and human resources development by a variety of companies.

EDEN combines professional development with holistic learning experience. We combine development issues with action-learning (indoor or outdoor) and thus guarantee the greatest possible learning success for our customers. With us you are not just talking about success, you experience it. 

The mere transfer of knowledge is not enough for us. We measure our work in sustainable and positive developments. Our workshops and coaching are based on established concepts. We offer you professional tools and the latest scientific theories combined with the best form of learning for adults – the action-oriented methodology.

It is about reality-based team and leadership situations (tailored to your specific business situation). Through intensive feedback sequences, each participant can recognize, check, and refine the impact of the “experienced” team and leadership behavior in a productive way. It is about different dimensions of competence, such as perception, analysis, and evaluation of situations and corporate contexts, self-leadership, values, attitudes, impact and influence on employees (objectives, delegation, motivation, communication, etc.). The learning effect is increased by an interplay of action and theory sessions to the corresponding team and management topics.

The action-oriented methodology of our consultations, seminars, and coaching are based on well-known, proven concepts and theories. Whether individual hours in your facilities or a multi-day seminar in an attractive learning environment. You can combine your development issues as required with different experience modules, whether out- or indoor.


Action learning is always based on the action, behavior or practical deeds. Real and realistic challenges are processed in direct relation to the workplace.

From action-oriented team tasks in the seminar hotel to trekking or snowshoe tours (in a chalet) with navigational orientation tasks. From ferrata, raft building, rafting, sailing, rope bridge building (for example, over a river) to e-learning elements of coaching or managerial role plays and simulations during a workshop. All action-oriented elements serve a sustainable learning experience and the successful development of workplace-defining culture in everyday business.

Action-oriented learning takes place in a real environment. Participants learn various management and strategy tools that they can apply directly to strategic issues in the future. Theory impulses deepen the understanding. Based on the shown behaviour, strengths, and areas for development are identified and can be promoted more effectively. Behaviours can be tested and reflected upon and existing patterns can be optimised.

By immersing in a “simulated reality”, the highest form of learning is created: learning from experience from the immediate real-world situation. It is certainly the most efficient way of learning for adults. Important caregivers, group dynamics, and the operating team are analyzed for reflection and the testing of new solutions, as well as personal development.

There is a certain need for spontaneous action. The feedback is direct, complex, and systematic. Consultants or trainers assist in the reflection, evaluation of the experience, and the crucial transfer into everyday life. There is a certain simultaneity of problem solving and learning (or of personal and organizational development).


Holistic and natural success are the focus of our workshops and consultations. Because even if the success is planned in your “head”, the plans and strategies still have to be successfully implemented by your “hands”. To this end, the participants of our workshops get the opportunity to experience the effects of their own behaviour on others in different situations.

Through a wide range of tasks, everyday working life of the target group is realistically simulated, thus allowing a high gain in knowledge and learning transfer.

Participants in our workshops receive personal and constructive feedbacks and will, given the chance, adopt different perspectives to a situation. Each participant is actively involved at all times. This ensures a high efficiency of our workshops.

Both success and failure are ensured by performance assessment and process analysis. This creates insights and additional motivation to achieve better results by directly working on ones behaviour.

Experience, recognize. and develop leadership and management competences in the following areas: Information & communication, delegation & coordination, goal orientation & control, employee orientation, organization & design, assessment & decision behaviour in challenging situations.



  • Correctly identify, use, and develop individual potentials to unfold the success of the company
  • Recognize and reflect the situational ability to act (as a person or organization)
  • Development of specific management and leadership skills
  • Successfully develop reality-based action skills
  • Active self-reflection, individual behaviour change and lasting competence development
  • Individual tension build-up and high accuracy of fit
  • Development of personal, team, and leadership skills (instead of pure knowledge transfer)
  • Reinforcement of an active and self-responsible learning culture in the company
  • Individually experience compact and efficient learning through precise and structured self-reflection
  • Systematic summary of the findings and deduction of transfer measures
  • Generate insight and motivation to work on the individual potentials

In Action-oriented learning, the important soft skills for the success of a company, or project, become very apparent. Thus, the participants are made aware of their decisive influence and develop a greater willingness to continue working on these issues.


  • Action-oriented, holistic learning experiences (for example, by problem solving tasks both indoors and outdoors)
  • Interactive practical workshop with exciting experience and transfer sequences
  • Self-image and self-reflection as well as individual and group work
  • Lectures and discussions, evaluations, reflections, transfer
  • Cooperative team tasks and/or practical leadership challenges
  • Real or realistic projects with coaching guidance
  • Collegial practical consulting, quality circle
  • Familiarisation and application of helpful leadership and team-tools e.g. in roll or business games, simulations and action learning in “real projects”
  • Situational and behavioral analysis in typical challenges (critical incidents)
  • Systemic approaches, coaching, supervision, counseling
  • Analysis tools from for business and personality assessment
  • Transaction analysis and topic-centered interaction according to Ruth Cohn
  • Feedback tools such as the Johari Window or sociograms help to consolidate and increase self-confidence and authenticity or to resolve conflicts
  • Analysis of key corporate areas: orientation, processes, roles, communication, values ​​and culture
  • Mediation and conflict resolution theories (for example, with the de-escalation model from Glasl)
  • Metaphorical learning (working with analogies, for example, from sports or nature)



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