-After-action evaluation.
After-the-fact evaluation (AAR) is a simple and effective framework tool to create project reports by using action plans and problem analysis methods. This framework tool is especially suitable when you want to find out what happened during the project, and learn and improve from it.
Goal:
Call the relevant personnel of the incident to find out the real situation.
Identify learning points and improve them;
] Make a project report, formulate an action plan with actions, determine the person in charge of the project, make progress arrangements, and promote sustainable change.
When does it apply?
After the meeting;
After the project and initiative are started;
Used to solve major and complicated customer complaints;
The resumption can be completed within 5 minutes after the team meeting; However, if the event theme is complex, it can also be recovered in 2 hours;
When you need to quickly create a collaborative project report;
Are there any rules?
Make sure all the right people participate-these people play a key role in the project/change plan/customer complaints.
In the process, only one topic is discussed at a time, one thing at a time;
Ensure the establishment of an open and equal discussion forum-encourage open and honest discussion of problems, and face such obvious problems as the "elephant in the room" precautions that everyone tries to avoid;
Required resources?
Need a neutral mentor (it is best to introduce an external mentor, such as a love mentor). An objective guidance can positively guide the review process, capture the key points professionally and write them on the wall chart; Material preparation: movable hanging pictures, fountain pens, markers, textured paper belts, green nail belts and other items;
Provide a poster for each question in advance and take each question as the title-prepare enough paper;
Need a poster with enough space and many blank walls;
fundamental principle
Create an open, trusting and safe atmosphere-you can try to use the metaphor story of "there is an elephant in the room" (you can set up a toy elephant as a prop in the room) to establish a safe trust field.
Ensure that everyone feels that everyone is equal in status and there is no hierarchy when the offer is resumed;
Everyone involved is voluntary and conscious;
Ensure that there are no accusations or complaints during the recovery process;
Ensure that the output in the process is not directed at someone (unless otherwise agreed).
Make sure you only pay attention to the facts in the process of re-offering;
Roles and responsibilities
Instructor:
It is the process of leading managers and is not responsible for providing any content or answers-it is very important to be completely objective; Ensure that everyone's opinions are heard;
Ensure that there are no complaints and accusations in the process;
The most suitable wizard for rewinding is an external independent wizard unrelated to the project. In addition, the person in charge of the project team or team members can also serve as the resumption guidance (please refer to the "Basic Principles" for insider guidance above);
In the AAR process, ensure that the focus of the dialogue is limited to the "problematic business" level to solve the "real" problems.
Re-invite participants:
The right person, a participant who plays a key role in the project/change plan/customer complaint.
Personnel who can promote the formulation and implementation of the follow-up action plan;
Boot process:
Discuss the five problems as shown in the figure in the following order. ......
1. The instructor introduced and expounded the purpose of AAR-such as "learning through replay and integrating it into future activities".
2. The instructor outlined how the process will unfold and worked out the basic rules with the participants (see the Basic Rules section).
The teacher asked the first question-"What should happen?" (For example, what is the goal of the activity? )。 The instructor tried to understand the degree to which the activity objectives were understood and recorded the feedback on the posters. Put the guidance record whiteboard where everyone can easily see it.
4. Instruct the teacher to repeat step 3 and ask the remaining four questions:
-"What the hell happened?" Determine the sequence of events in chronological order-fact/truth.
-"Why is it different?" To analyze and explain these activities. Comparing the goal with the actual situation, this is where learning really begins. Discuss successes and shortcomings.
-"What can we learn from it?" Continue to analyze and explain.
-"Who does what for the result?" Make an action plan, take action and determine the action schedule with the project leader to improve the existing problems.
The secret of guidance
Facing question 2 is a great test of the instructor's skills and guidance ability. Because for question 2, participants are often more sensitive, and the subconscious will consciously or unconsciously avoid the facts. Unconsciously, the answer will deviate from the facts, leading to deviations in the results.
At the same time, we should also pay attention to reactions and emotions, because question 2 is often a place where mutual accusations may occur.
Whether to invite executives to participate in the resumption depends on your corporate culture. Senior management should pay attention to confusing personnel qualifications when participating in the resumption. Otherwise, senior management may prevent the emergence of real information.
To successfully complete AAR recovery, the secret of guidance is:
-ensure that everyone involved in AAR recovery activities can participate freely;
-ensure that everyone is in an equal position in AAR resumption activities, that is, there is no hierarchy.
-Establish an open and safe venue;
-Ensure that there is no responsibility or criticism during the whole AAR recovery process.