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SayPro Generate feedback frameworks
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1. Start, Stop, Continue
This framework is simple yet effective in identifying what practices to start, stop, and continue.
How it works:
- Start: Identify new actions or behaviors that could improve future sessions.
- Example: “Start incorporating more diverse team-building activities that cater to different personality types.”
- Stop: Highlight actions or behaviors that were not effective or detrimental.
- Example: “Stop scheduling team-building activities during peak work hours, as it disrupts productivity.”
- Continue: Recognize actions or behaviors that were successful and should be maintained.
- Example: “Continue using ice-breaker games to help team members get to know each other better.”
2. The 4 F’s Framework (Facts, Feelings, Findings, Future)
This framework encourages a thorough reflection on the team-building experience from multiple perspectives.
How it works:
- Facts: What happened during the activity? Provide an objective recount.
- Example: “We completed the trust-building exercise where team members guided blindfolded colleagues through an obstacle course.”
- Feelings: How did participants feel about the activity? Capture emotions and reactions.
- Example: “Many team members felt nervous at first, but overall, they enjoyed the challenge and found it rewarding.”
- Findings: What did we learn from the activity? Identify insights and key takeaways.
- Example: “We learned that clear communication is crucial for guiding and trusting one another.”
- Future: How can we apply these findings in future sessions? Suggest improvements and future actions.
- Example: “In the future, we could incorporate more varied trust-building activities to keep things fresh and engaging.”
3. The AAR (After-Action Review) Framework
This framework, often used in military contexts, can be highly effective in team-building scenarios.
How it works:
- What was supposed to happen? Outline the goals and expected outcomes of the activity.
- Example: “The goal was to improve team collaboration through a series of problem-solving challenges.”
- What actually happened? Provide a factual account of the activity.
- Example: “The team successfully completed three out of five challenges but struggled with communication during the fourth task.”
- Why did it happen? Analyze the reasons behind the outcomes.
- Example: “The lack of clear instructions for the fourth task led to confusion and miscommunication.”
- What can we do next time? Suggest actionable improvements for future sessions.
- Example: “Next time, we should ensure all instructions are clear and provide more opportunities for team members to ask questions.”
4. The GROW Model (Goal, Reality, Options, Will)
This coaching framework can be adapted for reflecting on team-building activities.
How it works:
- Goal: What was the objective of the activity?
- Example: “The objective was to enhance team cohesion and trust.”
- Reality: What actually happened? Assess the current situation.
- Example: “The trust-building exercise was partially successful, but some team members felt uncomfortable.”
- Options: What could we do differently? Explore possible solutions and alternatives.
- Example: “We could offer different types of trust-building activities to cater to varying comfort levels.”
- Will: What actions will we take moving forward? Commit to specific steps.
- Example: “We will survey team members to gather feedback on preferred activities and plan accordingly.”
5. The PLUS/DELTA Framework
This simple framework focuses on identifying positive aspects (PLUS) and areas for change (DELTA).
How it works:
- PLUS: What went well? Highlight successful elements of the activity.
- Example: “The team-building scavenger hunt was a hit and encouraged collaboration and creativity.”
- DELTA: What could be improved? Identify areas for change or enhancement.
- Example: “The duration of the activity was too long for some participants. We could shorten future activities to maintain engagement.”
Implementation Tips:
- Collect Feedback Promptly: Gather feedback immediately after the activity while the experience is fresh in participants’ minds.
- Use Multiple Channels: Utilize surveys, one-on-one interviews, and group discussions to collect comprehensive feedback.
- Encourage Honest Feedback: Create a safe environment where participants feel comfortable sharing their thoughts and suggestions.
- Act on Feedback: Implement the insights and suggestions gathered from feedback to improve future team-building activities.
By using these feedback frameworks, you can ensure that team-building activities are continually refined and enhanced, leading to more effective and engaging sessions.
- Neftaly Malatjie | CEO | SayPro
- Email: info@saypro.online
- Call: + 27 84 313 7407
- Website: www.saypro.online
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