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Team Learning from reviewing what works and how to improve

Mike Cardus

Do you facilitate a team debrief or after-action review? Ensure that the organization creates a supportive learning environment for debriefs. When a team continually shares, identifies what did and did not work, plus discovers what to do better in the future – the team gets better. Debriefs must be diagnostic (i.e.,

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To better manage and understand yourself and work – you need to seek different patterns

Mike Cardus

How you and your team discuss and identify patterns in a rapidly changing and somewhat unpredictable environment will work to increase or decrease teamwork and stress. In the video above, I share: One simple and easy process to review and reflect on your and your team’s work.

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The 5 Elements of a Strong Leadership Pipeline

Harvard Business Review

They have after-action reviews, they talk about bad news, and they exhibit traits of what we call a “learning culture.” ” They are inclusive and create an environment where everyone can speak up, so problems are brought to the surface quickly. Fourth, these companies believe in knowledge sharing.

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Leadership Development Should Focus on Experiments

Harvard Business Review

” Participants also reported learning how to be more effective leaders in fast-changing environments. As one person noted in her after-action review, “By doing our experiment at one site instead of implementing at all 30 of them at once, it took the pressure off.

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Change Leadership: Overcoming Change Fatigue and Organizational Burnout

Strategy Driven

We recommend instituting after-action reviews (AARs) – formal learning sessions that were originally developed in the U.S. The best after-action reviews are aimed at uncovering 3 things: what worked, what didn’t work, and what we will do differently in the future. Consider leaving a comment!

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3 Ways to Take Action in the Face of Uncertainty

Harvard Business Review

. “There has to be an appropriate culture of freedom to fail,” Petraeus advises, “as long as failure (as well as success) is followed by a very careful after-action review, to understand what transpired, why it happened, and then how to reduce the chances of it happening in the future.”

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28 Leadership Development Recommendations for your Individual Development Plan

Great Leadership By Dan

They also need to serve employees, creating a safe, inspiring work environment that helps each unique employee thrive, every day. Wally Bock , from Three Star Leadership , says “ Every IDP should include lots of review. Regular review and after-action review. Mike Henry Sr.,