This is what comes to mind, although there may be some other terminology which applies.

T-groups are groups in which the learners use here and now experience in the group, feedback among participants and theory on human behavior to explore group process and gain insights into themselves and others. The goal is to offer people options for their behavior in groups. The T-group was a great training innovation which provided the base for what we now know about team building. This was a new method that would help leaders and managers create a more humanistic, people serving system and allow leaders and managers to see how their behavior actually affected others. There was a strong value of concern for people and a desire to create systems that took people's needs and feelings seriously.

Objectives of T-Group Learning

The T-Group is intended to provide you the opportunity to:

* Increase your understanding of group development and dynamics.
* Gaining a better understanding of the underlying social processes at work within a group (looking under the tip of the iceberg)
* Increase your skill in facilitating group effectiveness.
* Increase interpersonal skills
* Experiment with changes in your behavior
* Increase your awareness of your own feelings in the moment; and offer you the opportunity to accept responsibility for your feelings.
* Increase your understanding of the impact of your behavior on others.
* Increase your sensitivity to others' feelings.
* Increase your ability to give and receive feedback.
* Increase your ability to learn from your own and a group's experience.
* Increase your ability to manage and utilize conflict.

Success in these goals depends, to a large extent, on the implied contract that each participant is willing to disclose feelings that she or he may have, in the moment, about others in the group, and to solicit feedback from the others about herself or himself. The focus is upon individual learning; some participants may learn a great deal in most of the above areas, others learn relatively little.

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Note added at 10 mins (2009-01-29 19:24:55 GMT)
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See also:
http://en.wikipedia.org/wiki/T-group_(social_psychology)

where an alternative name, sensitivity training, is mentioned.

http://www.jpb.com/creative/brainstorming.php

Brainstorming can be an effective way to generate lots of ideas on a specific issue and then determine which idea – or ideas – is the best solution. Brainstorming is most effective with groups of 8-12 people and should be performed in a relaxed environment. If participants feel free to relax and joke around, they'll stretch their minds further and therefore produce more creative ideas.

A brainstorming session requires a facilitator, a brainstorming space and something on which to write ideas, such as a white-board a flip chart or software tool. The facilitator's responsibilities include guiding the session, encouraging participation and writing ideas down.

Brainstorming works best with a varied group of people. Participants should come from various departments across the organisation and have different backgrounds. Even in specialist areas, outsiders can bring fresh ideas that can inspire the experts.

There are numerous approaches to brainstorming, but the traditional approach is generally the most effective because it is the most energetic and openly collaborative, allowing participants to build on each others' ideas.

Creativity exercises, relaxation exercises or other fun activities before the session can help participants relax their minds so that they will be more creative during the brainstorming session.

Depending on context, other possibilities are 'off-site strategy meeting/session' or 'off-site teambuilding session/event'.

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