What went well? What did we learn? What's behind Yay Questions?

What is Yay Questions? 

As it says in the management3.0 page it is a simple practice that can be applied with other techniques emphasizing the learning about what was good versus what was wrong, following the theory that when things go wrong, it is best to focus and maintain the focus on what really went well.

What is it useful for? 

From my experience for coaching sessions, the use of this type of questions supports unlocking information, exploring realities, possibilities, and provoking responses aimed at increasing learning.

Formulating the right questions, in the appropriate way  and listening to the answer, is the heart of coaching

For example

• What did we do well?
• What did we learn?

These are effective questions because they are: 

• Brief
• Clear
• Focused
• Constructive
• Open

How did I experiment?

It is natural for us to ask ourselves these questions for any action we have carried out, whether in the Coaching, Mentoring or Training activities we are always asking ourselves this question; what has gone well in what we did? What learning was new?

In some workshops, especially those with approaches to show and teach the development of the iterative and incremental cycle, we place these questions on a canvas or the blackboard.

For example, in the famous Ball Point game the Boris Gloger to understand and internalize aspects such as continuous improvement, self-organization, focus, courage, commitment, risks and just-in-time delivery, we have incorporated a learning column.

And every time we do a new iteration, we exploit learning and reflection on events.

The participants are asked what went well. And what things did not turn out so well?

At the end of the 4 rounds the facilitator asks the question: What did we learn? What could they see?

Yay questions into ball point game

Also doing team-level coaching after each session, the Coaches met to reflect and analyze the interventions made and their impact on the team, we are observing and accompanying them, as well as agreeing on the strategy to follow at the next meeting, this is what is called from the team coaching practice "La Cocina" “The Kitchen” a space to reflect and learn, very similar to a retrospective but short and standing.

Practice - Team Coaching (The Kitchen)

Some questions that are asked include one of the Yay Questions:

• What did we do well? :)
• What worked well?
• What did not work so well? Why?
• What distinctions should we incorporate to observe what they were able to observe in time?

What I learned? 

This over time develops a learning-oriented mentality, I have always been in favor of saying that there are no failed projects, but lessons learned, the lesson obtained from a given situation must be celebrated since you could corroborate a way that did not work for you.

Feel free to apply Yay Questions, you can accompany it with the Celebration Grid tool, you can also apply it in a short 5 minute retrospective!

Beyond the way of doing it, the important thing is to celebrate the learning obtained and to apply it! Go to a good place for pizzas and keep celebrating!

More details about Yay Questions

• Learning should be celebrated!