Feeling unsatisfied with the results of my last attempt to ask a meaningful question to help participants summarize, I tried something new today.   I am not sure this is the million-dollar answer, but it is a step forward.  Here are just a few thoughts.

First, I asked participants to write their summary thoughts.  My hope was that by asking people to work individually rather than in a small breakout group would yield more specific insights (rather than motherhood statements). 

Second, I explicitly asked people to not give generic statements such as “we need to listen to our employees.” 

Third, I asked participants to think along three lines: A) what topics are on your mind as a result of discussing this case?  Topics that seem provocative or important to you now? B) What aspects of this case were most instructive to you?  Is there a specific idea or lesson you can take back and use at the office on Monday? C) Has the case raised a specific question in your mind?  You may not have the answer now, but you would like to have more information in hopes of finding an answer?

Initially, I think this was a step forward.  I am still not entirely satisfied with the outcome, but at least I did not get so many motherhood statements.  And when participants did tend to gravitate toward the general, I immediately asked follow-up questions which encouraged them to drill down and identify the critical point.

For example, when a participant said that “employees must first decide they want to change before anything can happen or be developed” I immediately followed-up with the question, “so then, what are you saying is the very center–the core or the heart–of someone’s resistance to change?  Can you define the epicenter?”  With about 2 minutes of discussion, they did arrive at an answer.

So, I am making progress but I am still not entirely satisfied I have found the best questions to help learners identify importan learning points from a discussion.

Do you have any suggestions?