Facilitator Debrief

Ask the client if s/he would like a few observations from you. If the client is a DMC or a planner, ask if the end client would like to be to be present.

The key to doing this successfully, especially after a difficult experience, is the combination of a positive approach, clear communication, and professional delivery. 

Here are some ideas for language:

• Overall, the group did really well and was successful in the challenge.

• Role Clarity:

• The team captain from team ___ was really on top of his game. He was a true leader. I don’t know if that’s something he normally does, but he shined in today’s experience.

• Even though we selected captains, there were instances where leadership was unclear. This could be because the person didn’t want to be the captain or the others didn’t want to listen, which may have affected the outcome.

• Listening and Engagement: 

• One observation I made was that active listening seemed to be a challenge. There were moments when participants asked questions but did not fully engage with the responses provided, which impacted their success in the challenge.

• I noticed a few participants weren’t terribly engaged. Despite having a few captains’ meetings, encouraging them to get their whole team engaged, it didn’t happen for a few. I don’t know if this is typical personality or something else.

• It was really great watching the boss (If the facilitator knows who it is) fully participate and allow others on his team to take leadership roles.

• I’m curious as to why the boss didn’t participate. It might have been good for him to do so, rather than observe from the side. It seemed he was trying to be “buddy buddy” and a funny guy with participants, and that seemed to distract them.

• Communication Dynamics:

  • It appeared that some team members struggled with communication, both with each other and with me as the facilitator. Addressing this could enhance future performance.

Approach Tips:

• Frame Observations Constructively: Always start with positive feedback before addressing areas for improvement to set a supportive tone.

• Be Specific and Objective: Use specific examples to illustrate points, avoiding subjective language that could be misinterpreted.

• Encourage Reflection: Ask open-ended questions that prompt the client to reflect on their experience. For example, "What do you think contributed to the team’s challenges today?”

• Clarity: Try to be as concise about your observations as possible, aiming to be easily understood.

• Empathy: Acknowledged the effort and participation of all team members who were trying, emphasizing the positives before discussing improvements.

• Solutions-Oriented: Offer practical suggestions for addressing the issues observed, framing them as opportunities for growth rather than criticisms.