The STAR method is a behavioral interviewing method that organizations use to explore predictors of future performance. The idea is this that most accurate indicator of future performance is past performance in a similar situation.
This STAR method can also be used for processing (de-briefing) a team building and learning simulation.
Here is the Model – from MIT Careers Officeteam building ny
Situation: give an example of a situation you were involved in that resulted in a positive outcome
Task: describe the tasks involved in that situation
Action: talk about the various actions involved in the situation’s task
Results: what results directly followed because of your actions
The use of open ended questions and ability for reflection fit into the Experiential Learning Model where learning and transferable application of skills is processed.
Here is my alternative facilitation processing application of the STAR method.
The team completes a team building activity, then the facilitator guides the team in the following manner;
Situation: What from the (situation) experience resulted in a positive outcome?
Task: Describes the tasks (steps, processes, planning, etc…) involved that resulted in that positive outcome.
Action: share with the team your personal actions involved in the task (steps, processes, planning, etc…) the personal action is used because every person experiences differently. Once the individual contributors share their knowledge a deeper pool of team knowledge can be constructed to read more about this
Results: Describe the results. How can we transfer these team & personal actions that led to these results back to your team (organization, community, family, etc…)? List the action steps that can be taken to implement the new actions (learnings, skills, communication, etc…).