It signals the importance of well-being to the team and provides the opportunity to identify improvements to team practices to prevent or better manage high levels of stress. What caused us the most stress and how could we navigate it better in future? This question opens up a discussion about well-being within the team.What worked well and what didn’t work well? This is a classic open-ended reflective question that enables the team to flush out matters relating to the ‘how’ aspects of team functioning – things that are being done well ( continue/do more of) or things that are not quite working ( change/do less of).
While it is important to acknowledge the successes and disappointments, this question asks the team to take out the lessons learned from those experiences.
This year, in particular, it may be important for the team to engage in a ‘balcony’ review of the whole year when so much of this time has been dominated by the impacts of COVID-19. Given that we are at the end/beginning of the financial year, it might be timely to use these questions as part of a team planning session.
However, you can also adapt these questions slightly to apply them for an annual reflection as part of an annual team review and planning. The article posses some great reflective questions to ask yourself.
#GROUP REFLECTION QUESTIONS HOW TO#
We recently came across an interesting Fast Company post How (and why) you should give yourself a year-end review which discusses the value for individuals in undertaking a personal review of the past year, celebrating achievements and considering how to further evolve their career.
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