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What are the most effective debriefing techniques for facilitation?

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Debriefing is a crucial part of facilitation, as it helps participants reflect on their learning, share feedback, and identify action steps. However, debriefing can also be challenging, as it requires careful planning, clear communication, and skillful questioning. In this article, you will learn about some of the most effective debriefing techniques for facilitation, and how to apply them in different situations.

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Rhonda Sparks-Tranks, Master Facilitator (CPFM)

Illuminating pathways for change through facilitation, coaching, training - with individuals, teams, organisations.
Kala Diwanji, CPF (IAF Certified? Professional Facilitator)

Co-Founder at 60Bits Consulting | We facilitate delivery of "Business Outcomes" through people | Women Leadership…
Prof Jack Wong

Blair Singer Training Academy Senior Leader | Sales & Team Builder ?? | Retired International Tax Strategist ?? |…

1 The 3-2-1 Method

The 3-2-1 method is a simple and versatile debriefing technique that can be used for any topic or activity. It involves asking participants to write down or share three things they learned, two things they found interesting, and one thing they still have a question about. This technique helps participants summarize their main takeaways, highlight their curiosity, and express their doubts. You can use the 3-2-1 method as a quick check-in, a warm-up, or a closing activity.

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Prof Jack Wong

Blair Singer Training Academy Senior Leader | Sales & Team Builder ?? | Retired International Tax Strategist ?? | Master TetraMap Facilitator ?? ?? ?? ?? | Helping Founders Win the Inner & Outer Game ??
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From, the 3-2-1 Method is an exceptional tool for self-reflection and consolidating new knowledge. This technique encourages active engagement by prompting participants to identify three things they've learned, two points of interest, and one lingering question. It serves as a catalyst for introspection and group discussion, ensuring comprehensive debriefing that sparks curiosity and fuels ongoing learning.

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Nishi Shukla

Trainer and Educator
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This strategy works great, having used it in my training sessions I have found the effectivity of the session. It let me know the interest area of the participants and the the clarity about the topic. Finally also have an idea which topic/subtopic or concept exists a doubt. Helps me improve their understanding, also my content if needed. The takeaways highlight their their focus areas.

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2 The ORID Framework

The ORID framework is a structured debriefing technique that guides participants through four levels of reflection: objective, reflective, interpretive, and decisional. The objective level focuses on facts and observations, the reflective level on feelings and emotions, the interpretive level on meanings and insights, and the decisional level on actions and commitments. You can use the ORID framework to facilitate a deeper and more comprehensive debriefing, especially for complex or sensitive topics. You can also adapt the questions and the time allotted for each level according to your goals and context.

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Prof Jack Wong

Blair Singer Training Academy Senior Leader | Sales & Team Builder ?? | Retired International Tax Strategist ?? | Master TetraMap Facilitator ?? ?? ?? ?? | Helping Founders Win the Inner & Outer Game ??
(已编辑)
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In my experience, the ORID framework is highly effective for facilitating thorough and thoughtful debriefing sessions. It starts with the objective level, grounding thoughts in reality for deeper analysis. The reflective level connects emotionally, revealing unspoken attitudes and reactions. The interpretive stage explores deeper meaning, leading to genuine insights. The decisional stage commits to concrete steps forward, applying learnings to future actions. This comprehensive approach transforms activities into profound learning opportunities.

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3 The Plus/Delta Method

The plus/delta method is a feedback-oriented debriefing technique that helps participants evaluate the strengths and weaknesses of a process or an outcome. It involves asking participants to identify what went well (+) and what could be improved (Δ) in a specific situation. This technique helps participants recognize what worked and what did not, and suggest ways to enhance performance or quality. You can use the plus/delta method to debrief after a project, an event, or a session, and to foster a culture of continuous improvement.

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4 The Debriefing Circle

The debriefing circle is a participatory debriefing technique that creates a safe and supportive space for sharing and learning. It involves forming a circle with the participants and using a talking stick or an object to indicate who has the floor. The facilitator can ask a general or a specific question, or invite participants to share their thoughts or feelings. The debriefing circle helps participants listen actively, respect diversity, and build trust. You can use the debriefing circle to debrief after a challenging or emotional experience, or to encourage peer feedback and support.

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Angelia DeWeese

Change Agent, Healthcare Simulationist, Facilitator, Learning & Development Expert
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Within the debriefing circle establish a foundation of psychological safety and confidentiality during a prebrief. Also begin with the basic assumption that everyone is smart, enjoys their work and wants to improve. During the debriefing conversation use open-ended questions and follow the lead. If someone says "I'm confused about the direction of our company," ask "What's confusing?" Also practice advocacy inquiry. Make an observation, state your frame as the facilitator, and invite the participant (s) to state their frame. Then follow-up with additional questions.

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5 The STAR Method

The STAR method is a goal-oriented debriefing technique that helps participants identify and achieve their learning objectives. It stands for situation, task, action, and result, and it involves asking participants to describe these four elements in relation to their learning goal. The situation refers to the context or the problem, the task refers to the goal or the expectation, the action refers to the steps or the strategies, and the result refers to the outcome or the impact. The STAR method helps participants clarify their learning needs, plan their actions, and measure their progress. You can use the STAR method to debrief after a skill-based or a behavior-based activity, or to support personal or professional development.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Rhonda Sparks-Tranks, Master Facilitator (CPFM)

Illuminating pathways for change through facilitation, coaching, training - with individuals, teams, organisations.
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Assuming this tread is about facilitative training and not process facilitation: 1. Having a structured and fit-for-purpose debriefing framework is essential. 2. Allow time for participants to gather their thoughts before launching into a debrief. What first comes to mind may not be the most meaningful or insightful. 3. Never underestimate how powerful experiential training activities can be OR be surprised by unexpected reactions. 4. Don't skimp on debriefing time - AT LEAST the same time for the activity and often much more. MESSAGE ME FOR A COPY of my article on Organising and Debriefing Experiential Training Activities.

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Kala Diwanji, CPF (IAF Certified? Professional Facilitator)

Co-Founder at 60Bits Consulting | We facilitate delivery of "Business Outcomes" through people | Women Leadership, Change Management , Culture Transformation , Leadership Development
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The BMI method is also a powerful framework to debrief experiential activities. B - Behaviour ( What did I observe in behaviour s- in self and others during the activity) M - Motivation ( Why did I/we exhibit those behaviours) I - Impact ( What is the impact?)

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What are the most effective debriefing techniques for facilitation?

1

2

3

4

5

6

1 The 3-2-1 Method

2 The ORID Framework

3 The Plus/Delta Method

4 The Debriefing Circle

5 The STAR Method

6 Here’s what else to consider

Facilitation

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What are the most effective debriefing techniques for facilitation?

1

2

3

4

5

6

1 The 3-2-1 Method

2 The ORID Framework

3 The Plus/Delta Method

4 The Debriefing Circle

5 The STAR Method

6 Here’s what else to consider

Facilitation

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