In order to get the best results from debriefing, it is important to have a rigorous process that covers a number of key phases. To help you understand and remember these phases, we use the acronym REACT.

a) Reveal

This phase is also referred to sharing, publishing or reporting.

The aim of this phase is twofold:

· firstly, to give participants an opportunity to release emotions that they have carried over from the experience

· secondly, to 'bring out' the experience of each participant so it is known by everyone in the group. This is achieved getting participants to express what happened, including results, reactions and observations.

It is important to find out what happened within individuals at a cognitive and emotional perspective.

b) Explore

This phase is also referred to as analysing or processing.

The aim of this phase is to get participants to examine (or reflect on) why things happened and identify patterns in the way participants thought, felt and reacted.

The focus is on exploring the participants mental frameworks and the underlying dynamics of the activity. This includes how the experience affected the participants thoughts and feelings, and why they handled challenges and problems the way they did.

c) Associate

This phase is also referred to as generalising.

The aim is to get participants to relate the dynamics of the experience to the real world. This step is crucial for making meaningful connections and clarifying the relevance of the experiential activity.

In the process of connecting their insights from phase 2 (Explore) to the workplace, participants need to thoroughly examine the relationship between the experience and reality.

Participants need to consider similarities and differences between the experience and real world situations in order to avoid reaching inappropriate generalisations.

d) Conclude

This phase is also referred to as capturing the learning.

The aim of this phase is get the participants to reflect on the previous phases and identify the key lessons they individually gained and to share their learnings with other participants.

e) Transfer

This phase is also known as planning or applying.

The aim of this phase is to get participants to identify what they are going to do to apply what they have learnt. This should include specific actions they will take and what support they may need to be successful.

Participants are more likely to implement their plans if they share them with others.

REACT Model – developed by Geoff Rip and Kerry Brocks (ILP Learning) as part of the activities for the Institute for Learning & Performance’s Facilitating with Impact program.

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