I debrief significant events rather than just moving to the next thing.

I run debriefs with ground rules: critique the process, not the person.

My first question after an event is 'what went wrong?', and I treat 'nothing' as a red flag.

I focus debriefs on thinking and decisions, not just actions and outcomes.

I ask cognitive questions: what were you seeing or hearing? What were you not seeing that you expected?

I make debriefs safe enough for people to admit their own errors.

I debrief successes as rigorously as failures.

My debriefs produce documented changes, not just discussion.

I model self-critique first so others feel safe following.

Lessons from my debriefs actually change how we operate.