The Group for Organizational Effectiveness, 727 Waldens Pond Rd., Albany, NY 12203, USA.
Hum Factors. 2013 Feb;55(1):231-45. doi: 10.1177/0018720812448394.
Debriefs (or "after-action reviews") are increasingly used in training and work environments as a means of learning from experience. We sought to unify a fragmented literature and assess the efficacy of debriefs with a quantitative review.
Used by the U.S. Army to improve performance for decades, and increasingly in medical, aviation, and other communities, debriefs systematize reflection, discussion, and goal setting to promote experiential learning. Unfortunately, research and theory on debriefing has been spread across diverse disciplines, so it has been difficult to definitively ascertain debriefing effectiveness and how to enhance its effectiveness.
We conducted an extensive quantitative meta-analysis across a diverse body of published and unpublished research on team- and individual-level debriefs.
Findings from 46 samples (N = 2,136) indicate that on average, debriefs improve effectiveness over a control group by approximately 25% (d = .67). Average effect sizes were similar for teams and individuals, across simulated and real settings, for within- or between-group control designs, and for medical and nonmedical samples. Meta-analytic methods revealed a bolstering effect of alignment and the potential impact of facilitation and structure.
Organizations can improve individual and team performance by approximately 20% to 25% by using properly conducted debriefs.
Debriefs are a relatively inexpensive and quick intervention for enhancing performance. Our results lend support for continued and expanded use of debriefing in training and in situ. To gain maximum results, it is important to ensure alignment between participants, focus and intent, and level of measurement.
在培训和工作环境中，汇报（或“事后回顾”）作为一种从经验中学习的手段，其使用越来越多。我们试图将零碎的文献统一起来，并通过定量综述评估汇报的效果。
几十年来，美国陆军一直在使用汇报来提高绩效，而且在医疗、航空和其他领域的使用也越来越多。汇报系统地进行反思、讨论和目标设定，以促进经验学习。不幸的是，关于汇报的研究和理论已经分散在不同的学科中，因此很难确定汇报的有效性以及如何提高其有效性。
我们对团队和个人层面的汇报进行了广泛的定量元分析，涉及大量已发表和未发表的研究。
来自 46 个样本（N=2136）的发现表明，平均而言，汇报使效果相对于对照组提高了约 25%（d=0.67）。在模拟和真实环境中，团队和个人、组内和组间控制设计以及医疗和非医疗样本中，平均效应大小相似。元分析方法揭示了一致性的增强作用以及促进和结构的潜在影响。
通过正确进行汇报，组织可以将个人和团队的绩效提高约 20%至 25%。
汇报是一种相对廉价且快速的提高绩效的干预措施。我们的结果为在培训和现场中继续和扩大使用汇报提供了支持。为了获得最大的效果，重要的是要确保参与者、重点和意图以及测量水平之间的一致性。
