Debriefings can help you accelerate projects, innovate new approaches to problems, and hit difficult objectives. Falcon 4 iso. More than a casual conversation about what did and didn’t work, a debriefing digs into why things happened. It should review four key questions: • What were we trying to accomplish? Start by restating the objectives you were trying to hit.

• Where did we hit (or miss) our objectives? Review your results, and ensure the group is aligned. • What caused our results? This should go deeper than obvious, first-level answers. • What should we start, stop, or continue doing? Given the root causes uncovered, what should we do next, now that we know what we know?

POST-INCIDENT DEBRIEFING FORM Instructions: This form helps employees and clients find alternatives to aggressive or dangerous behaviors. Most important is the apology from all the employee(s) involved in the incident. The Debriefing Interview should be completed by the employee(s) involved in the restraint/seclusion. But if you’re holding a more formal debrief, due to the size or complexity of the incident (also called an after-action review or post-incident analysis), then it might be best to have someone.