This should help create a resourceful context for the meeting. The review process Next, make an agreement among all participants of the review process to focus on creating organizational learning rather than assigning blame, punishing scapegoats, or justifying potentially correctable group assumptions and actions. Finally, prepare to provide feedback to the organization based on what you've learned. Communicating the findings A huge block to giving others feedback effectively is our propensity to criticize and lay blame. Most people get defensive when they're approached this way, and when defensive, people don't listen or learn very well.
Criticism is criticism.
It blocks understanding. It's the process of revealing and communicating the consequences of another's actions on you or someone else. This is exactly what we do when we communicate the consequences or results of someone's actions back to them. Now, with this distinction in mind, design your communication to sponsors and participants so that they're able to see how their input to the process helped to create the undesired result. Seek to help all sponsors and participants take ownership of the entire process and make decisions together about how to change project sponsorship and execution in the future to avoid such mistakes and increase the probability of organizational, team and personal success.