Debrief Design

Debrief Design Ideas

Help improve and support the ongoing design and development of the Empathy Course by sharing your evaluation of it.

Course: https://bit.ly/ECCOURSE

This Form URL: http://j.mp/ECFTFeedback

Contact: EdwinRutsch@gmail.com

Email address *

Name:

Which Cohort were in in? *

MEETING THE LEARNING OBJECTIVES

OBJECTIVE 1a: Do you feel you understand and are familiar with the goals, values, and the core structure of the Empathy Circle?

Objective 1b: Explain your choice? What specifically caused these results?

Objective 1c:  What might have supported you in better achieving this Objective?

OBJECTIVE 2a: Do you feel confident and comfortable with beginning to facilitate?

Objective 2b: Explain your choice? What specifically caused these results?

Objective 2c: What might have supported you in better achieving this Objective?

OBJECTIVE 3a: Do you feel you are leaving with strong bonds with other participants and a mutual support network?

Objective 3b: Explain your choice? What specifically caused these results?

Objective 3c: What might have supported you in better achieving this Objective?

Do you have ideas on what would help better achieve this objective?

GOING DEEPER

I LIKE. . . . . What did you like about the training?

I WISH . . . . What do you wish for regarding the training?

WHAT If . . . . What next steps would you like to suggest or offer?

NEXT STEPS

REQUEST: What sort of tools, resources, support, etc. would you like to request for supporting you in facilitating Empathy Circles and building a Culture of Empathy?

OFFER: What would you like to offer to support the empathy training project?

What next steps would you like to take?

• I'm going to start holding Empathy Circles..

• I'd like to join other regularly scheduled Empathy Cafes and Circles.

• I'd like to do the training again to deepen my experience.

• Train the Trainer: I'd like to take the training again as a Train the Trainer so I can train others to facilitate Empathy Circles.

• I'd like to get involved in the ongoing design and development of the training course.

• I'd like to take part in the next training Modules as they become available.

• Restorative Empathy Circles: I'd like to learn to use Empathy Circles for mediating conflict.

• I'm going to work on building a Culture of Empathy.

• Other:

Do you have any suggestions for the design of this evaluation? i.e. any questions to ask? etc. 

Thank You!

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From  Timothy

 these recommendations come to mind now:

1. Give lots of "surface area" for people to talk through and clarify their feedback, in small groups of 3.  

2.  Mini-empathy circle process.

3. then, once their feedback is clarified, return to the main room and invite people to type their feedback live in a google doc that is organized in 3 sections: 

   1. things that worked well for learning and growth and increasing confidence

   2. things that got in the way of learning, growth, and increasing confidence

   3. suggestions for improving the training that you are inspired to share

Then, maybe do the process again, with new groups of 3, so we can go one level deeper.  

Mini empathy circle process again. 

 Then return and write more feedback in the shared live document.

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From  Priyanka

Hey Edwin 

For the Debrief session you can lead participants to discuss on the following questions:

1. What were we trying to accomplish?    

Restate the goals and objectives of the training.

Post Survey Questions:

 There were three learning outcomes we hoped you take away from this training. 

• 1.We hope that you understand and become familiar with the goals, values, and the core structure of the Empathy Circle so that you can guide others through the experience.

  • Do you feel you understand and are familiar with the goals, values, and the core structure of the Empathy Circle 

    • Scale:    None( )0  ( )1 ( )2 ( )3 ( )4 ( )5  ( )6  ( )7  ( )8  ( )9  ( )10 Very

    • Explain 

• 2.  Second, participants will be confident and comfortable with beginning to facilitate

  • Do you feel confident and comfortable with beginning to facilitate?

    • Scale: 0 (none)  to 10 (Very confident and comfortable)

    • Explain 

• 3. Finally, we hope you leave this training having established strong bonds with each other and continue to support each other with your training and growth.

  • Do you feel you are leaving with strong bonds with other and mutual support.

  • Scale: 0 (none)  to 10 (Very strong bonds )

  • Explain 

• 4. Introduced to the vision of a Culture of Empathy

  • Do you feel you have un understanding of the vision of a Culture of Empathy.

  • Scale: 0 (none)  to 10 (Very)

2. Where did we hit (or miss) our objectives?  Ask the team to discuss which objectives were met or not met  

3. What caused our results?  

• Here you can do a root cause analysis to find out why certain objectives were not met 

• ( You can use the following thinking tools : 

• You can use 5 Why, Appreciation ( So What technique)

4. Codify lessons learned : Create a template to store all the answers and use the same for  future debriefs ( I am not sure if you have one already)

If you are putting people in breakout rooms to discuss you can ask them to use Jamboard , it'a a digital collaborative tool to write down all the answers so everyone can see them . This is a great way to get answers from many people and when there is no time for everyone to talk. 

• (https://jamboard.google.com/)

• Sources : https://hbr.org/2015/07/debriefing-a-simple-tool-to-help-your-team-tackle-tough-problems

• https://www.mindtools.com/pages/article/newTMC_80.htm

Regards

Priyanka

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From Dave

Some ideas: 

We ask everyone how we might improve/ streamline the training, ideas? 

• Should we standardize as much as possible?

• Will that speed up the process?

• Might it take the life out of it?

For example 

• a) we might write a " facilitator introduction for empathy circle" script that new facilitators must use and learn. Once they are able to do that they can adapt for their own purposes but to start with, there is a common intro.

• b) we might also write down specific facilitators explanation responses to common challenges

• c) should we have a specific training for challenges when the facilitator is a participant and is challenged while speaking or listening?

• d) Could we ask participants what they think their weaknesses as facilitators might be and should we train to mitigate those weaknesses?

• e) should we determine the best method for notifying the group about time

• f) etc.

What can trainees imagine happening that we are not doing? 

My pet project: How might we recruit and train a cadre of facilitators for political conflict mediation?