|
|
| Line 1: |
Line 1: |
| − | <table width="100%" style="border:1px solid #D87A35;background-color: white;" cellpadding="6" cellspacing="0"><tr style="background-color:#D87A35"><td colspan="2" style="border-bottom:1px solid #D87A35;">[[Image:Toolkit.png]] <b><font color="white" size="4">AFTER ACTION REVIEW</font></b></td></tr><tr><td width="100"valign="top">
| |
| | | | |
| − | Steps for an after action review: <ref> [http://www.odi.org.uk www.odi.org.uk] (18 August 2008), [http://www.w3j.com] (21 July 2008), [http://www.daretoshare.ch www.daretoshare.ch] (18 August 2008), [http://www.waterisac.org/epa www.waterisac.org/epa] (18 August 2008), </ref>
| |
| − |
| |
| − | {| style="border:1px solid #D87A35;background:#D87A35;"
| |
| − | |-
| |
| − | ! width= "300pt" | <font color= "white"> Charasteristics </font>
| |
| − | ! width= "700pt" | <font color= white> Content </font>
| |
| − | |- style="border:1px solid #D87A35;background:white;color:black;"
| |
| − |
| |
| − | | ''' Definition'''
| |
| − |
| |
| − | | [[After Action Review|After Action Review]].
| |
| − |
| |
| − | |- style="border:1px solid #D87A35;background:white;color:black;"
| |
| − | |'''Steps'''||
| |
| − | *Invite the right people-Appoint a facilitator-Create the right climate
| |
| − | *Define the meeting objectives and deliverables of the project
| |
| − | *Define what was supposed to happen in the project
| |
| − | *Resume what actually happened, what went well and why?
| |
| − | *Define what could have gone better and share learning advices for the future
| |
| − | *Ensure every participant in the meeting is fully heard before leaving the meeting
| |
| − | *Record and share important lessons learnt
| |
| − | |- style="border:1px solid #D87A35;background:white;color:black;"
| |
| − | |'''[[Facilitator|Facilitator]] role''' || '''Leadership role'''
| |
| − | *To focus on providing a direction to the group when the leader fails to fulfill their role
| |
| − | *To stimulate and encourage constructive debate between group members
| |
| − | *To support members of the group, helping them to bring information, and to build new ideas
| |
| − | *To participate when the group is interacting poorly or in the wrong direction, by promoting new discussion
| |
| − | *To promote team building in a cohesive, interactive, and productive way
| |
| − |
| |
| − | '''Referee role'''
| |
| − | *To regulate and maintain order of the group discussion, discouraging participants from talking at the same time
| |
| − | *To protect members, and ensure that all contributions to the discussion are treated equally
| |
| − | *To deal with problems, and to control people within the group, allowing everyone to participate freely
| |
| − | *To manage the time, and adhere to the meeting timetable ensuring completion of the agenda
| |
| − |
| |
| − | '''Neutral role'''
| |
| − | *The facilitator is neutral, and pragmatic, because he takes a detached look at the discussion
| |
| − | *He encourages feedback, to promote discussion of each point of the meeting
| |
| − |
| |
| − | |- style="border:1px solid #D87A35;background:white;color:black;"
| |
| − | |}
| |
| − |
| |
| − |
| |
| − |
| |
| − |
| |
| − | == References ==
| |
| − | <references/>
| |
