Driving Development from Simulation Results
As a Talent Consultant with Pinsight, I support clients to incorporate Pinsight leadership simulations into talent development initiatives – from large programs that help first-time leaders to those offering bespoke executive coaching.
Pinsight’s simulations establish a baseline by objectively measuring individuals’ leadership skills, identifying strengths and development priorities, and providing cohort analytics to inform optimal curriculum design.
When included in these types of programs, we recommend following the simulation experience with a facilitated debrief to provide participants a chance to reflect on their experience, ask questions about their results, and translate opportunities into actions.
Goals for Debriefing
The goal of a debriefing discussion is to allow leaders to identify and celebrate their strengths and ultimately understand their short- and long-term opportunities to strengthen their leadership skills. As a discussion facilitator, you can guide individuals to arrive at their insights by asking open-ended questions to drive deeper reflection and helping them to establish connections between the simulation activities and their work experiences.
Structuring the Discussion
Individual debrief sessions are highly impactful as they allow for a personalized review of results, are conducive to deep conversations and self-realizations, and signal high support for their ongoing development within the organization.
Alternatively, there are benefits in hosting group debriefing sessions where cohorts of participants can discuss how their experiences were similar or different from one another. Group sessions bolster peer relationships, allow participants to compare their strategies during the simulation, and establish an appreciation for diverse approaches to accomplish similar goals.
With either structure, a successful debrief discussion should be focused on:
What to Expect when Delivering Feedback
The large majority of Pinsight participants report positive simulation experiences, though some participants may share they felt a bit outside their comfort zone. For example, experienced leaders tend to be more skeptical of results, whereas first-time managers tend to be eager to begin development. Be ready to improvise or pivot based on how the conversation is going. Remember, the goal is not a one-sided explanation of results but rather an interactive discussion to help leaders reflect on their experience, make connections to their current and future roles, and discuss the implications of their personality styles and approaches to leadership.
Key Takeaways to Drive Development
- Create a psychologically safe environment for the participant to reflect, explore, and share their experiences by listening actively and asking open-ended questions.
- Don’t forget to celebrate their leadership strengths in addition to identifying development opportunities.
- Encourage participants to make connections to their work by asking questions like, “How do you approach similar challenges at work?” and “How will you apply what you’ve learned?”
- Identify additional development resources that might be available to them – from mentoring, training opportunities, and daily development activities through The Pinsight App.
For more insight into incorporating virtual simulations for leadership development and how Pinsight’s talent analytics can inform program design, request a consultation with one of our advisors today.‹ Previous PostNext Post ›