Knowledge Management – Learning Whilst Doing – Facilitating an After Action Review
Introducing a finding out tradition into organisations can be challenging at occasions, specifically if the energy essential it excellent and the added benefits are not speedily identifiable.
Right after Action Assessments (recognized as AARs) are one of the simplest expertise management techniques, and have been employed to wonderful effect in organisations ranging from the US Army, to BP, and even in the improvement sector in NGOs like TearFund. Their energy arrives from the fact that they get tiny time, produce quick results, and the strategy can be quickly learned and recurring. In summary, they have a “small barrier to entry”.
So how do you conduct an AAR?
AARs are a straightforward way for individuals and groups to find out instantly, from both successes and failures, no matter of the duration of the job in problem. The studying is by the staff, for the crew. The format is incredibly uncomplicated and swift – its a “pencil and paper” or flipchart exercising. In an open and honest meeting, typically no for a longer time than 20 minutes, just about every participant in the event solutions four straightforward queries:
- What was supposed to come about?
- What actually transpired?
- Why were being there dissimilarities?
- What can we find out from that?
The pointers below are drawn from the book “Finding out to Fly – Functional knowledge management from leading and studying organisations? (Chris Collison and Geoff Parcell), and sets out the key measures to facilitating an effective Soon after Motion Review.
1. Maintain the AAR quickly. AARs are carried out quickly while all of the contributors are continue to readily available, and their memories are contemporary. Studying can then be utilized correct absent, even on the upcoming working day.
2. Build the correct local weather. The great climate for an AAR to be prosperous is one particular of openness and commitment to understanding. All people must take part in an ambiance free of charge from the concept of seniority or rank. AARs are understanding situations instead than critiques or audits. They undoubtedly ought to not be treated as private general performance evaluation. The US Army explain an ecosystem in which “you pin your stripes to the wall” just before commencing an AAR.
3. Appoint a facilitator. The facilitator of an AAR is not there to “give” solutions, but to assist the crew to “understand” solutions. Learning have to be drawn out, equally from the particular person and for the team?s learning.
4.Ask “what was meant to take place?” The facilitator must commence by dividing the celebration into discrete routines, every single of which had (or must have experienced!) an identifiable goal and plan of action. The discussion begins with the 1st concern: “What was supposed to take place?”
5.Inquire “what truly happened”? This indicates the staff should recognize and agree details about what took place. Information – not viewpoints. Keep in mind, the purpose is to identify a difficulty or understanding issue – not a culprit!
6.Now compare the system with reality. The real mastering begins as the crew of groups compares the program to what basically took place in fact and decides “Why have been there differences?” and “What did we master?” Discover and examine successes and shortfalls. Set in position motion plans to sustain the successes and to improve upon the shortfalls.
7.File the key factors. Recording the essential features of an AAR (to begin with on a flipchart) clarifies what happened and compares it to what was supposed to transpire. It facilitates sharing of studying activities in just the crew and supplies the foundation for a broader understanding programme in the organisation.
That’s all there is to it. Why not build an AAR into the agenda of your upcoming significant team assembly, teaching party, negotiation or task critique assembly? You may be amazed at how immediately you discover what you failed to know.
