Top 10 tips for reviewing one, ask What else? What else? What else? To get beyond people's initial responses to a question Try asking, What else did you notice? What else were you thinking? What else went well?
To ask Why? Why? Why? To analyze success or failure more deeply? Just keep asking why? But this may seem very aggressive.
So explain your advice. Why you will keep asking why the responder may stop the process at any point without explanation. This works well as a parent exercise. You can also take the sting out of a white question by asking I wonder why or I am curious, interested puzzled about why or what was your motivation at the point when you three review it Anywhere, anytime, reviewing little and often is part of the culture in BPM, ACO, Motorola, and General Electric after action reviews are embedded into their way of working. The little and often principle also applies to training programs, quick impromptu debriefs can be even more powerful than the scheduled ones. So use both.
If there is no time or space for a whole group review, there might still be sufficient time for a worthwhile review in two or three seconds for ask what worked well, however good or bad the performance It is good to acknowledge what worked well and trace the causes. Performance Improvement comes from studying success, as well as from studying failure. Five, provide notebooks learning from experience cannot be recorded in advice. Provide notebooks for recording experiences. vias and applications provide guidance about note taking and the time to do it well. For example, make initial notes on the left hand pages and save the right hand pages for follow up actions when rereading notes.
Six, use review tasks. If participants respond well to tasks, but less well to debriefs. Then make the debrief a task. The task can be to create a news report or mind map or flowchart or to prepare a demonstration showing what participants would keep and change if doing the same task again, seven, keep moving. If people always sit in the same seats, they can both look and feel stuck. keep changing the group dynamics use subgroups, vary the review tasks, change the pace and style, keep some routines but you want to break the mood by staying in one eight review the review.
You will become better at debriefing. If you regularly Review your debriefing sessions. So review the reviews as well as the training exercises. Everyone will benefit. Try using a variety of methods to help you reflect on your own practice. For example, seek the views of participants using cultural.
Make your own storyline showing your own ups and downs during the review session and talk this through with a colleague go facilitate and give each other feedback nine use several models, there is no single model that is so superior that it should be followed to the exclusion of others. There are more good ways of learning than can be captured in any single model. Just as there is no perfect model for a good conversation. Good learning conversations can be just as varied, open, exploratory and surprising as any other kind of good conversation can be a model. The most important model is you find out opportunities to demonstrate that you are learning from experience. Join in some of your own reviewing exercises.
Share your own learning goals. seek feedback at suitable opportunities, taste some of your own medicine. Also know when it is time to step to one side and give full opportunities for participants to follow your example or find their own ways to learn from experience.