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Rotation 14-10 UNCLASSIFIED//FOUO
UNCLASSIFIED//FOUO 1
Facilitating an AAR
CPT Justin Webb – Eagle 07TSenior Analyst
NATIONAL TRAINING CENTERCombat Aviation Trainers
NATIONAL TRAINING CENTERCombat Aviation Trainers
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UNCLASSIFIED//FOUO
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Thesis
“...the answer that brings the learner closer to the solution of the problem already exists in the learner’s mind. It is not the cadre’s place to provide that answer. The cadre must facilitate the AAR so that the learner discovers the linkage on his or her own.”
Facilitating a Discussion or After-Action Review (AAR)-Dr. Lorae Roukema
Our primary role as OC/Ts is to make this connection
This is why the AAR is the most important thing that we do
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Agenda
References
Purpose
Principles of the facilitated AAR
Steps to Facilitate a Great AAR
5 Common Questions Leaders Should Never Ask
How to know if you facilitated a great AAR
Summary of the steps to facilitate an AAR
Conclusion
This is a guided discussion. We will ask questions and encourage input throughout. Active participation is highly encouraged
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References
HQDA (1993). TC 25-20: A Leader’s Guide to After-Action Reviews.
Berger, Warren (2014). 5 Common Questions Leaders Should Never Ask. Retrieved from: http://blogs.hbr.org/2014/07/5-common-questions-leaders-should-never-ask/
Asymmetric Warfare Group (2011). The After Action Review Revisited.
Roukema, Lorae (n.d.). Facilitating a Discussion or After Action Review.
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Purpose
Provide a framework for preparing and facilitating an AAR that enables rotational units to maximize their training experience while learning more about themselves as individuals and a team.
Better AAR=RTU Learns more=Better Training Experience=Win in Combat
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3 Principles of the Facilitated AAR
1. The AAR is about Discovery Learning
-discovering the known unknown
2. Ask probing questions focused on training objectives that go beyond what the RTU might discover on their own.
3. Your role is not to hold yourself out as the expert with all the answers. Your goal is to ensure that everyone participates and learns and grows as a team.
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7 Steps to Facilitate an AAR
1. Prepare
a) Create AAR reference sheets for each learning event
b) Create Talking Points
c) Generate Follow Up/Probing Questions
2. Set the environment so the RTU is receptive and ready to learn
3. Pose a talking point to encourage reflective/critical thinking
4. Wait for a response (allow the RTU time to think first, then respond)
5. Ask probing questions for deeper understanding and to reach a solution
6. Ensure everyone participates
7. Self AAR (degree of preparation, focus, participation, energy)
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Step 1a: Create AAR Reference Sheets
Create an AAR Reference Sheet for each event
i.e. Air DART, Battle Period 1, etc.
This is a compilation of question “stems” based on the learning objective for each event
Preparation (i.e. creation of reference sheets) ensures the following:
1. Questions are aligned with learning objectives
2. Eliminate the challenge of creating questions in real-time
3. Ensures anyone can lead the AAR
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Step 1b: Create Talking Points
Create talking points based off of the learning objectives
-This is why the event was created in the first place
“How” and “Why” questions are best
Avoid “who”, “where” or “when” questions.
Never ask a “yes” or “no” question.
Questions should be open-ended
Questions should provoke a deeper level of analysis/understanding
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Step 1c: Generate Follow Up/Probing Questions
Used to better focus thoughts
Questions should encourage deeper level of understanding and help the RTU to reach their solution
The same rules from Step 2: Create Talking Points still applies
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Example Reference SheetQuestion Stem for AWT Post Battle Period 1
“How do you think your team performed in this event? Why?”
“Did you complete your mission? Why or why not?”
“How did you plan for the mission?”
“What would you do differently next time?”
“What specific things can your team do next time to improve upon performance?”
Talking Point:
Probing Question:
Probing Question:
Probing Question:
Probing Question Focused on Solution:
Training Objective: AWT planning for battle period 1
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Step 2: Set the Environment
Physical vs. Mental Environment
Physical Environment Mental Environment
1. Elements 1. State of Mind/Energy
2. Noise 2. Level of Comfort
3. Layout/Position 3. Level of Control
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Step 3: Pose a Talking Point
Choose a critical event or establish a theme for the AAR
Choose a Talking Point based off of the event’s learning objectives and your reference sheet
Questions should provoke a deeper level of analysis/understanding
-Avoid summarization
-Focus on discovery learning
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Step 4: Wait for a Response
There should be significant periods of silence before the RTU responds
Relax – Don’t get impatient
Be comfortable – tone and body language are important
Allow the RTU time to think first, then respond so they can develop their own solutions
Facilitate, don’t dictate
Remember: Listen more than you talk!
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Step 5: Ask Follow Up/Probing Questions
For further understanding
Generate Discussion and encourage discovery learning
To focus the RTU’s thoughts
To allow the RTU to reach a solution on their own
Dig to get RTU to come up with their solution
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Step 6: Ensure everyone participates
This is your job as the facilitator of the AAR
This is the mark of a good AAR
Try these techniques if participation is poor:
Partner Up-form buddy groups, pose a question and allow buddy groups time to form answers and then present their answers
Cold Call-(Most effective after “Partnering Up”) allows those who have not participated in the AAR to offer input because they will have more time to prepare
Buzz Groups-Similar to partnering up, however you pose your talking points and probing questions prior to the AAR and give groups adequate time to prepare and have them lead a discussion
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“5 Common Questions Leaders Should Never Ask”
http://blogs.hbr.org/2014/07/5-common-questions-leaders-should-never-ask/
How you question is critical.
Questions focusing on strengths with a positive focus are far more beneficial than those focused on weaknesses with a negative focus.
Avoid questions asked in a spirit of advocacy, rather than inquiry
Never ask a question if you do not want an answer!
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Never ask: “What’s the problem?”
Why not?
Causes the organization to become fixated on weaknesses, rather than focusing on strengths and opportunities
We want the RTU to focus on winning
Instead try asking:
“What is the ideal outcome and how can we get closer to that?”
“What are we doing well and how might we build upon that?”
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Never ask: “Whose fault is it?
Why not?
There is no scapegoat.
The reality is there is plenty of blame to go around for ANY problem or failure.
Try instead:
“How can we work together to shore up any weaknesses?”
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“Why don’t you do it this way?
This is a leading question-a way of imposing your ideas on the RTU.
This is a stealth form of control.
Allow the RTU to figure it out on their own
You can help them by asking:
“How were you thinking of doing it?”
“What do you have in mind?”
This gets the RTU to think through and verbalize their process
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“Haven’t we tried this already?”
Tone is very important here.
Suggests EVERYTHING has been thought of already
Fails to recognize that some ideas may have failed due to timing or execution-not because the idea was wrong.
Try Instead:
“If we tried this now, what would be different this time? – How might this change the results?”
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How to know if I facilitated a Great AARBy Degree of Preparation/Execution
How to Execute:1. Prepare Talking Points2. Ask Probing Questions3. Encourage deeper understanding
BLUF: Learning Points developed that facilitated deeper understanding
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How to know if I facilitated a Great AARBy Degree of Focus on Learning Objectives
How to Execute:1. Use your reference sheet 2. Facilitate the AAR
BLUF: Cover Learning Objectives (do not get into the weeds)
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How to Execute:1. Plan your strategy ahead of time to encourage
participation2. Facilitate Maximum Participation
How to know if I facilitated a Great AARBy Degree of Participation in the AAR
BLUF: Maximized participation down to the lowest level
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How to Execute:1. Set the tone for the AAR2. Focus on body language (yours and the RTUs)3. Focus on both the physical and mental environments4. Keep everyone involved
How to know if I facilitated a Great AARBy Degree of Energy
BLUF: Everyone talks and you do more listening than talking
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Summary of the 7 Steps to Facilitate an AAR
1. Prepare
a) Create AAR reference sheets for each learning event
b) Create Talking Points
c) Generate Follow Up/Probing Questions
2. Set the environment so the RTU is receptive and ready to learn
3. Pose a talking point to encourage reflective/critical thinking
4. Wait for a response (allow the RTU time to think first, then respond)
5. Ask probing questions for deeper understanding and to reach a solution
6. Ensure everyone participates
7. Self AAR (degree of preparation, focus, participation, energy)
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Conclusion
Purpose
Principles of the facilitated AAR
Steps to facilitate a great AAR
5 Common Questions Leaders Should Never Ask
How to know if you facilitated a great AAR
Summary of the steps to facilitate an AAR