Coaching practices for Review Action Not Outcome

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Review Action Not Outcome, these are the strongest matches in the current practice library.

Does this sound like the set of challenges you might be facing?

• When something goes badly I’ll pick it apart for hours, but when something actually goes great I just enjoy it and move on without a second thought
• It didn’t work out and I’m beating myself up as if a bad result automatically means I did badly
• I lost, so I’ve written the whole thing off as a failure
• I beat myself up over a call that went badly even though it was reasonable with what I knew, and I pat myself on the back for a reckless one that happened to work
• It went well so I assumed I did everything right and moved on

Practices that may help

1. Apply the AAR to successes, not only setbacks
   Reviewing what actually caused a win produces replicable insight; reviewing only failures produces only loss-avoidance.
   After-Action Review: The US Army’s Tool for Continuous Learning
2. Review actions through the reserve clause lens
   After a disappointing outcome, ask: did I act well? If yes, the discipline is complete — the outcome is not the measure.
   The Stoic Reserve Clause
3. Review process goal execution separately from outcomes after each performance
   Evaluate how well you executed your process goals independently of whether you won or lost.
   Process Goals, Made Practical
4. Score decision quality separately from outcome quality
   Judge the process you used — not whether it worked — when you review a past decision.
   Decision Journaling: Learning to Decide Better Over Time
5. Debrief against process goals, not just the outcome
   After performance, evaluate whether you executed your process goals before evaluating the result.
   Process vs. Outcome Goals in Sport and Performance
6. End every review with a single resolved next action
   The review is incomplete until you name one specific thing you will do differently tomorrow.
   The Pythagorean Evening Review
7. Name the actual impact on you or the team
   Say what effect the behavior had — on you, on others, on the work.
   The SBI Feedback Model, Made Practical
8. Give feedback in the moment, not stockpiled for reviews
   Feedback accumulated for a periodic review arrives late and in bulk — neither helps.
   The Feedback Sandwich: Why It Doesn’t Work and What to Do Instead
9. Separate judgment from analysis in the debrief
   The AAR only produces learning when the analysis phase is free of performance judgments.
   After-Action Review: The US Army’s Tool for Continuous Learning
10. Evaluate the outcome and adjust
    After implementing, honestly assess what worked, what didn’t, and what to do next.
    Problem-Solving Therapy, Made Practical

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