Using a sound team debrief model will continually build the capabilities of your staff
Tapping into a group reflection or team debrief model is a smart way to help your team learn from their experiences and build their confidence through active learning.
A simple and powerful model was developed by Canadian facilitator, Dorothy Strachan. She developed a simple questioning process that really gets people focused on what they’ve experienced, what it means and what needs to happen next.
- WHAT – What are the facts, data and observations?
- SO WHAT – So what does it mean? So what are the implications?
- NOW WHAT – Now what do we need to change from here on?
‘What’ questions are objective, observational-style questions. They can be used to:
- Raise awareness;
- Ask people what they think about something;
- Start a discussion.
Ease into your debrief by beginning with the facts. Ask ‘what’ type questions to start with. This will get people talking. The discussion will then move onto the next step – interpreting what happened.
Some examples of ‘what’ type questions may include:
- What grabbed your attention from this discussion?
- What were the challenging aspects?
- What topics or issues would you like clarified?
‘So what’ questions are designed to further help participants relate the discussion back to their own work environments.
‘So what’ questions:
- Allow participants to reflect on the topic;
- Remind people to think about what they’ve done previously;
- Bring in working knowledge of the issue.
At this point it is important to ask questions that help the group find its own answers. This can be a good place in which to address issues such as trust, communication, leadership and co-operation. These ‘so what’ type questions may ask
- So what key points can we pull out of this?
- How will this new system assist you in your role?
- How much support will you need in the changeover period?
- How confident are you in using the new system now?
The final step is moving participants on to consider ‘now what’. It’s focusing on application. An example of a question to ask is “What have we learned in this activity that we can apply in our teams?”
‘Now what’ questions:
- Lead to personal and organisational change;
- Build ownership;
- Encourage implementation.
Try to use questions that help your participants see the big picture. Examples include:
- “How can we improve our co-operation based on what we have learned from this activity”
- “What goals can we now set to improve your overall performance?”
- “What possibilities do you see that weren’t obvious before?”
- “What are the existing berries that might get in the way of achieving your goal?
- “Who does accountability rest with for the implementation of this plan?
Need a hand with your team development or debriefs? Get in touch and book a call.