debriefing techniques

Processing the experience is critical.  Helping groups to debrief after a shared experience involves discussing how the group performed and felt during the experience.  These post-activity discussions can be a valuable tool for helping group members understand the individual and group dynamics that were evidenced as they dealt with the problem and interacted.

As the group participates in different elements, various issues may surface. The facilitator should note these issues for discussion (mentally or on paper if desired), then bring up necessary things during the debrief. Issues that might arise during or as a result of an activity include:  Stereotypes, Roles, Success, Failure, Communication, Trust, Comfort, Discomfort, Support, Teamwork, Frustration, Patience, Control, etc…

The facilitator should carefully observe what is going on as the participants work through each activity so that you are prepared to lead conversation on relevant topics following the activity.  You should be engaged in constant observation about the group experience all throughout the activity.  Following the experience the facilitator will begin to process the experience by asking open-ended questions and allowing the group to dialogue.

This processing time should take place at the end of most activities but may also be appropriate during activities as well.  The needs of the group and not those of the facilitator must govern the level of intensity of the discussion.  The participants may have undergone a very demanding experience (physically, mentally, or emotionally) and they may need to share what is going on inside of them.  The facilitator needs to create an atmosphere in which it is easy for them to do so.

As the facilitator, it is typically best to allow the group to control the direction of the conversation. Ask an initial question, then follow their lead to continue directing the conversation.  As we discussed earlier in the section on experiential learning, participants will typically learn best from what THEY are able to bring up from personal experience and observation rather than something you, as the facilitator, may point out from your own experience.

1. What?
What just happened?  Have your participants talk about the activity itself and what they did during it.  What were some of the feelings you experienced?  How did it feel when ____ happened?  Specific questions to launch into the debrief include:

• What did you guys think about that activity?

• How was that experience for you?

• Give me some of your observations about what just happened?

2. So What?
After you have gathered some initial observations about the activity, what are some possible applications of the things that were shared? What are some Spiritual parallels?  Often these observations will be very theoretical or intangible.  This will likely be the longest part of the debrief. Sample questions include:

• What did you do well?

• If you were to start over, what would you do differently this time?

• What were your goals for this activity? How did you do?

• …You’ll most often want to “dig deeper” into comments made by the group OR specific observations that you made during the activity . For example:

  • You mentioned communication. What does good communication look like? or Tell me about a time when you experienced poor communication.

  • That’s an interesting point, Jeff…. unpack that for me.

  • Jim, you were blindfolded in that activity. Tell us a bit about how you experienced the activity.

3. Now What?
How do these things we’ve just shared actually apply to my life?  How will this impact me next week at school or work or the next time I experience that same feeling?  What are some specific situations where I am going to need to be a better communicator, be more patient, or trust someone that I am working with more? – The key here is to push people beyond the theoretical and have them get personal. Examples of questions would be:

• What did you learn from this activity that you can take into your next one?

• Is there anything that stands out from this activity that you could apply in your workplace?

• What is 1 thing that YOU personally could have done differently that would have benefited your team? How can you put that into practice moving forward?

 When debriefing it is generally important for you to know where you want the group conversation to end up.  While observing the group in action, there will be issues which arise that need to be dealt with.  Those things should be brought up in the debriefing, but if possible, by the group members rather than you.  Ask leading questions that allow them to be successful in bringing up new things for the group.  This will not only give them confidence, but by coming from another group member, it often carries more weight with the group than if you, an outsider, bring it up. 

Circle up! -  Stand or sit in a circle so that everyone can see and hear everyone else in the group.  If someone stands/sits outside the circle, invite them in.

1. Be aware of your non-verbals - Standing communicates “this will be quick”.  Sitting indicates “it may be a while…”  Other examples are crossing your arms (rather than an open stance), wearing sunglasses (rather than making eye contact), looking at your watch or phone (appears disinterested), etc…

2. Ask open-ended questions - Avoid questions that necessitate “yes/no” responses as much as possible.

3. Involve everyone - Feel free to call on individuals or ask everyone to respond to a specific question.  Note:  The facilitator should honor “challenge by choice” during debriefing as well, but seek to involve everyone as much as possible.

4. Address all negative comments - If you observe any put-downs or negativity, don’t ignore it.  This is not only unhealthy for the group, but will quickly erode any trust that group members have in you.

5. Silence is golden - After asking a question, silent time is often when individual reflection may be taking place.  Don’t assume “I asked a stupid question” if no one responds immediately.  Give it a bit of time and someone usually speaks up.

6. Avoid distractions - If there are other groups around or other distractions, try to locate a secluded area before diving into reflection time. (Note:  don’t transition so far away that the group loses focus)

7. Celebrate Victories – We often discuss areas where improvement is needed, but don’t forget to discuss accomplishments and encourage those areas of success!

8. Take the Heat! - If you are standing in a sunny area, arrange the group so that YOU are looking into the sun and a majority of the group is not.

9. Set your Expectations correctly - Depending on the age of the participants, your debrief may look very different.  Children do learn from experience, but don’t be surprised when they are ready to skip the “talking” and move on to more “fun”.  (See specific suggestions for kids in “Variations on Debriefing”.)

It’s important to ask open-ended questions rather than closed questions. A closed question is anything that requires a short answer such as “yes/no”. An open-ended question will cause the person responding to think a bit more deeply and express what they are thinking or feeling about the situation. Good open-ended questions often begin with the words WHAT or HOW.

Note: You typically want to avoid beginning any question with the word “Why?” because it often puts the other person in a defensive position.

Examples of good open-ended questions you could ask:

• What did you enjoy about this activity?

• Where did you experience success?

• Talk to me about how the group communicated?

• When ____ happened, how did that affect you?

• What did you learn about other group members?

• Where could the group have improved?

• Did the group keep everyone safe?  How?   Did you feel safe?  Why/Why not?

• What principles can we draw out of this?

• What would you carry on to the next activity?

• What is one takeaway you will carry with you from this?

• How do these things apply to life outside the ropes course?

It is often helpful to vary the way in which you debrief with groups.  The most common form of debriefing is to have the group stand in a circle to discuss their experience with the whole group, but if you have the same group for multiple debriefs or you have a group that is not responding well to that particular format then there are many alternate ways to process the experience.  Remember that the purpose of debriefing is simply to help your participants reflect on the experience and gain some applicable learnings for their life/group, so don’t feel locked in to 1 particular method.  Here are some alternative forms of debriefing:

•  Partner up and talk / Walk to next activity in pairs

• Form several small groups of 3, 4, 5 people

• Individual Reflection time / Individual journaling

• Reflection Cards with questions

• Question Ball to toss around

T.A.G. is the critical move for your small group closing. At the conclusion of the day, I will have my group circle up and share their Thoughts and Applications for they day, then share my Gratitude that they came out to Sojourn today.

One tangible way to do this is to circle the group up and say, I’d like for everyone to share 3 quick thing with me before we go. I’m going to challenge you to say these things briefly (about 1 sentence per item)…

1. A highlight/memorable moment for me today was….

2. One thing I learned today was….

3. The last thing I want to say today is….