When completing a task, the next step is debriefing. Debriefing is an important part of reviewing and improving performance. However, North Club notes that if debriefing is done wrong, it will become a box-ticking exercise which becomes another administrative burden.
North Club’s Alvin Foster, explains the debriefing principles that you could follow:
- Encourage open and constructive discussion – it’s good to talk as it helps build the team and people generally welcome the opportunity to be listened to and be involved
- Don’t dominate the session – this should be a discussion, not a lecture
- Do not use debriefs to blame an individual(s)
- Acknowledge good performance
- Don’t forget to reflect on your own performance
- Try to get everyone in a circle – a ‘round table’ format helps give everyone an equal voice and feel equal worth
- There will be extroverts and introverts in your group – try to encourage those who naturally shy away from speaking up in front of others
- Don’t openly ridicule a suggestion – it will discourage people from making suggestions in the future
- Analyzing the task.
In addition, to get the discussion going, you may use the questions herebelow:
- Was communication clear?
- Is the work procedure or risk assessment for the task relevant and workable?
- Did everyone understand their roles and responsibilities?
- Was workload distribution fair?
- Did anyone ask for help and did they get it?
- Were any errors made or avoided? Any identified hazardous acts or conditions?
- Did anybody have a ‘what-if’ moment?
- Did everyone have the tools and resources they needed?
- What went well?
- What should improve?
