tag:blogger.com,1999:blog-4514003879443285921.post186337424091960286..comments2023-08-11T11:21:05.479+01:00Comments on ALLYGILL.CO.UK: Lessons Learned about Lessons Learned (Part 1)Ally Gillhttp://www.blogger.com/profile/08266980121207923495noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-4514003879443285921.post-13702293187750559112012-03-20T13:47:36.985+00:002012-03-20T13:47:36.985+00:00I do agree about focusing on process instead of pe...I do agree about focusing on process instead of people. But many people still take that as a personal attack. I think a good facilitator can help in that situation to diffuse any anger or misunderstandings. I like frequent LL to incorporate learning while progressing a project. Looking forward to part 2.Bernice Niel Ruhlandhttps://www.blogger.com/profile/08523308188549450930noreply@blogger.comtag:blogger.com,1999:blog-4514003879443285921.post-9515528016115959642012-03-20T12:51:02.594+00:002012-03-20T12:51:02.594+00:00Thanks Bernice - yes trust can be an issue, but we...Thanks Bernice - yes trust can be an issue, but we shouldn't we be focusing on the system and process issues anyway? As Bob indicated, some of these problems are caused by having LL sessions at the end of projects when people are stressed and likely to have a large supply of anger stored up. More frequent, process oriented reviews go someway to diffusing this.Ally Gillhttps://www.blogger.com/profile/08266980121207923495noreply@blogger.comtag:blogger.com,1999:blog-4514003879443285921.post-33082102821488082672012-03-20T12:40:32.009+00:002012-03-20T12:40:32.009+00:00Good post with a lot of examples that are true to ...Good post with a lot of examples that are true to Lessons Learned meetings. One of the bigger barriers can be trust. It can be hard to provide honest feedback when other team members may get offended and you still need to work with them. This is feedback I have often received on why people do not want to speak freely. <br /><br />I like Lessons Learned where we focus on both what went well that we would repeat and what we would like to do better. For those items what is reasonable or within our circle of influence to change? In my situation it can be how we approach testing problems. Perhaps we research different approaches such as using Mindmaps to layout strategy. <br /><br />Another problem with these meetings is they can get very angry. If the project did not go well often it becomes a complaint session. And at the end of the meeting you don't have anything to work with but a bunch of angry complaints. The right facilitator is important - someone who can remove himself from angry outburts or criticism of the project. The facilitator needs to monitor and progress the meeting. There is a certain skill needed to be a good facilitator.Bernice Niel Ruhlandhttps://www.blogger.com/profile/08523308188549450930noreply@blogger.comtag:blogger.com,1999:blog-4514003879443285921.post-49989391951462339192012-03-15T12:24:51.041+00:002012-03-15T12:24:51.041+00:00Thanks Bob : agree about the time issue which I...Thanks Bob : agree about the time issue which I've got covered in part 2 but neglected in this part - doh!Ally Gillhttps://www.blogger.com/profile/08266980121207923495noreply@blogger.comtag:blogger.com,1999:blog-4514003879443285921.post-47167217460906498172012-03-15T11:14:15.727+00:002012-03-15T11:14:15.727+00:00Nice post. Overlooks the real problem with any pro...Nice post. Overlooks the real problem with any project post-mortem review though: The generally enormous gap in time between the events being reviewed and the review itself. It's this gap that contributes to many of the other dysfunctional things you mention.<br /><br />Looking forward to part 2.<br /><br />- BobAnonymousnoreply@blogger.com