How do I enable the Debriefs module?
The Debriefs module must be activated in your system settings before users can create or access debriefs. This is a one-time configuration step that makes the module visible in your navigation menu. You can also customise the module name to match your firm's terminology, such as "After Action Review" or "Post-Matter Reflection". Once enabled, you'll need to configure templates and permissions to suit your workflow.
Instructions:
Navigate to the journal area under Settings
Locate the Debriefs module in your list of available modules
Click Configure
Toggle the module status to On
Optionally, rename the module to match your firm's terminology
Click Save
Refresh your instance to see Debriefs appear in your navigation menu
What types of debrief templates should I create?
Most firms start with 3-5 debrief types aligned to natural reflection points: matter close, pitch outcome, quarterly practice review, project milestone, or campaign retrospective. Each template should have 4-6 focused prompts that guide structured reflection without overwhelming participants. Templates that are too long discourage participation and dilute focus. Consider starting with a high-volume team to pilot your templates and build an exemplar library before rolling out firm-wide.
Instructions:
Identify your firm's key reflection points (e.g., matter close, pitch outcome, quarterly reviews)
Create 3-5 debrief templates, each with 4-6 well-crafted prompts
Keep prompts focused on actionable insights rather than lengthy narrative
Pilot templates with one high-volume team first
Gather feedback and refine before firm-wide launch
Create exemplar debriefs to demonstrate quality and set expectations
Can I set up automated triggers for debriefs?
Automated triggers can prompt users to complete debriefs when specific events occur, such as when a matter status changes to "Closed" or a pitch decision is recorded. This requires integration with your practice management or pipeline systems.
When configured, your practice management system can send an email prompt to the supervising partner or project lead with a link to Performance Leader and guidance to initiate the debrief. From there, it's a few clicks to set up the debrief, invite participants and begin reflection.
How do I configure email notifications for debriefs?
Email notifications keep participants informed about debrief invitations, pending contributions, and completion reminders. You can customise the default status of notifications, control whether users can change their email preferences, and tailor the email subject line and body text to match your firm's tone. Well-crafted email communications encourage timely participation and reduce the need for manual follow-up.
Instructions:
Navigate to the Debriefs module configuration in Settings
Click Configure under email settings
Review and set the default notification status
Decide whether users can modify their notification preferences
Customise the email subject line and body text
Preview the email to ensure clarity and tone
Click Save to apply your email settings
How do I configure empty states and page alerts for the Debriefs module?
Empty states are what users see when they first access the Debriefs module before any debriefs have been created. Clear, encouraging messaging helps users understand what to do next and sets the right tone. Page alerts are banners that appear at the top of the Debriefs module—they're useful for communicating deadlines, highlighting important information, or reminding users about pending debriefs. Both features help guide users and reduce confusion.
Instructions for empty states:
Navigate to the Debriefs module configuration in Settings
Select Configure empty states
Review the default language that appears when users have no debriefs
Edit the text to match your firm's voice and provide clear guidance
Click Save to apply your changes
Instructions for page alerts:
Navigate to the Debriefs module configuration in Settings
Locate the page alert section
Click Add page alert
Enter your alert message (e.g., "All Q1 debriefs due by 31 March")
Choose whether the alert should be dismissible by users
Click Save to publish the alert
What's the best way to launch debriefs firm-wide?
A staged rollout is more effective than launching all debrief types firm-wide simultaneously. Start with a pilot involving a high-volume team (e.g., one practice that closes matters frequently) to test templates, workflows, and gather feedback. Use the pilot to build an exemplar library of 3-5 strong debriefs that demonstrate quality. Secure leadership sponsorship through a firm-wide announcement explaining why debriefs matter and how they connect to continuous improvement. Then roll out by practice or cohort, monitoring completion rates and quality weekly.
How can I use AI features in the Debriefs module?
CompassAI can generate summaries of debrief feedback, helping facilitators extract key insights quickly while retaining control over the final message. This is particularly valuable when multiple team members contribute feedback, as AI can identify themes, highlight actionable insights, and surface patterns that might be missed when reading individual responses. Admins can also use AI for sentiment analysis and keyword extraction across completed debriefs to identify firm-wide patterns and improvement opportunities.
Instructions for facilitators using AI summaries:
Complete the debrief and gather all feedback from participants
Navigate to the debrief summary section
Click the AI summary button
Review the AI-generated summary of key themes and insights
Edit and refine the summary as needed before finalising
What are common mistakes to avoid when implementing debriefs?
The most common pitfall is creating a "post-mortem culture" where debriefs feel like blame exercises focused on "What went wrong? Who's responsible?" This leads to defensive, sanitised responses and low participation. Other mistakes include launching too many debrief types simultaneously, creating templates with too many prompts (causing fatigue and generic responses), failing to convert insights into objectives or plan updates (making debriefs feel pointless), and not celebrating completion or quality (leading to box-ticking behaviour).
Success requires framing debriefs as learning opportunities, keeping templates concise, demonstrating visible follow-through, and recognising thoughtful contributions.
Best practices to follow:
Frame debriefs as learning opportunities, not investigations—use language like "What would we do differently next time?"
Keep templates short—4-6 prompts maximum
Start with one or two debrief types and expand gradually
Convert insights to objectives or plan updates within one week to demonstrate impact
Celebrate and spotlight exemplar debriefs publicly
Model blameless reflection in leadership communications
Schedule leadership reviews of debrief themes monthly
Use debriefs as onboarding and training resources, not just retrospective tools