An After Action Review (AAR) is an assessment conducted after an incident or major activity that allows those involved to discover (learn) what happened and why. It may be thought of as a professional discussion of an event that enables everyone to understand why things happened during the progression of the process and to learn from that experience.
The AAR is a professional discussion that includes the participants and focuses directly on the tasks and goals. It is not a critique. In fact, it has several advantages over a critique:
The AAR is a tool that can assist leaders with developing the university’s emergency responders and staff. It does this by providing feedback. Normally, feedback should be direct and on-the-spot. Each time an incorrect performance is observed, it should be immediately corrected so that it will not interfere with future tasks. During major incidents or events, it is not always easy to notice incorrect performances. Indeed, in many cases, the correct performances will be unknown for these projects or activities as they are learning activities for all the participants. That is why the AAR should be planned at the end of each incidents or events...so that feedback can be provided, lessons can be learned, and ideas and suggestions can be generated so that the next project or activity will be an improved one.
An AAR is both an art and science. The art of an AAR is in the obtainment of mutual trust so that people will speak freely. Innovative behavior should be the norm. Problem solving should be pragmatic and people should NOT be preoccupied with status, territory, or second guessing "what the leader will think." There is a fine line between keeping the meeting from falling into chaos where nothing real gets accomplished, to people treating each other in a formal and polite manner that masks issues (especially with the boss) where again, nothing real gets accomplished.
An AAR may be formal or informal. Both follow the same format and involve the exchange of observations and ideas. However, formal ones are normally more structured and require planning. While informal ones are conducted anywhere, anytime in order to provide quick learning lessons.
The following will help:
If you become an AAR facilitator:
A properly conducted AAR can have a powerful influence on the climate of your organization. It is part of the communication process that educates and motivates people on to greatness by sensitizing them to do the right thing. It can prevent future confusion on organizational priorities and philosophies and drive home the point that we learn from our mistakes.
Last Updated: 4/4/11