Debrief & “Would I Hire You?” Scorecard — Session Kit

Complete one scorecard per session — for the team as a whole, not for individuals. The goal is collective feedback, not a performance review. The debrief is the 15 minutes that make the whole session worth doing; protect it.

The rubric runs 1–3. 2 is solid — adequate for a real engagement. Aim to understand what the difference between 2 and 3 looks like for this team in this session, and name it specifically.

Session Debrief — Team Scorecard

1 = Needs significant work | 2 = Solid — adequate in a real engagement | 3 = Strong — would stand out positively

Dimension	What to look for	Score
Problem Structure	Did the team frame the right question? Was the analysis organized around a clear structure — issue tree, hypothesis, or equivalent? Did findings trace back to the structure?	1 2 3
Quality of Insight	Did the team reach non-obvious conclusions, or did they largely restate the situation? Would this recommendation change how the Client thinks or acts?	1 2 3
Communication	Was the recommendation crisp, structured, and delivered with appropriate confidence? Did it lead with the answer? Was the logic clear without being over-explained?	1 2 3
Client Orientation	Did the team listen and respond to the Client, or did they present without connecting to what was actually asked? Did the recommendation address the Client's real question?	1 2 3
Teaming	Did the team work together effectively? Was there a Skeptic voice? Did the Lead Consultant integrate the team's work rather than replace it? Did anyone go silent?	1 2 3

“Would I hire this team?”

The question is: would you put this team in front of your actual client? Go around the room — everyone answers, including the Client and any observers.

Yes — I would put this team in front of a real client.

Conditionally — yes, with specific development on:

Not yet — because:

One thing the team should do differently next session

One thing the team did particularly well

Running the debrief well

Start with the Client's response before the team self-assesses. The Client's view anchors the conversation in what mattered for the actual problem.
Push for specificity. "That was pretty good" is not useful. "The hypothesis was sharp but the recommendation tried to cover too many options at once" is.
Name the "Would I hire?" round explicitly at the start of the session — not as a surprise at the end. People engage more honestly when they know it's coming.
Model candor. If the facilitator hedges, the room will hedge. See the Facilitator's Guide for more on this.

See also: Agenda Card · Facilitator's Guide