You will often hear those in the Monitoring, Evaluation and Learning space speak of Reflective Techniques and we’re no different. At Southern Hemisphere, we use the term regularly but a recent question has prompted us to expand on what exactly they are and when and where they are most useful

In this blog, we look at what reflective techniques are, when to use them and we also share some of our tried and trusted techniques that consistently enable us to get to those honest and deep insights, no matter how complex the context.

Picture the scene, a Southern Hemisphere MEL consultant lands in Ghana to evaluate the effectiveness of a project funded by a large INGO. The local team’s future funding and livelihoods depend on a positive outcome. 

Asking direct questions in this context is often futile as it is likely that guarded responses will be given. Reflective techniques can be really useful to create a space for people working in the project to reflect and to give an honest appraisal of what’s working and what needs to be improved.

The case for reflective techniques

Reflective techniques help MEL consultants to dig below the surface and are especially useful when: 

  • Project teams have a vested interest in portraying the project favourably
  • MEL consultants are looking for a deeper than surface level understanding of the underlying causes of outcomes, both the “what” and the “why”
  • There is a need to glean valuable lessons learned from the team on the ground in order to design effective new approaches
  • There is a need for non-binary, nuanced views where many different perspectives need to be analysed and synthesised
  • Honest, reflective dialogue is more likely to yield actionable insight than direct questioning
  • You want participants to get the most out of the evaluation. Participation in the evaluation should be worthwhile for the participants, and not be extractive. Reflective techniques provide an opportunity for meaningful engagement and immediate learning.  

What are they?

“Reflective techniques” is a broad term covering many different approaches. At their core, these methods are designed to help people slow down, think deeply, and share thoughtfully and stimulate conversation with each other.

Reflective methods are a way of getting people to share their perspectives in a way that allows the group to reflect, learn and build a common understanding and solutions.

By definition, reflection assists people to be more mindful and enhances problem-solving and supports a growth mindset where people begin to see challenges as opportunities. Fostering a culture of enquiry and learning is one of the most important by-products of using reflective techniques, and one of the main benefits of doing participatory and interactive evaluation.

Our favourite tools and why we love them

  1. Appreciative Inquiry (the original AI!)

The principle of Appreciative Inquiry is simple and that is that all human systems (no matter how flawed) have aspects that work well and make them successful. The process allows problems to be replaced by innovation and allow the group to uncover the right way forward. The process can be done in 30 minutes or over 3 days and can be done with small or quite sizeable groups The 5-D process of Appreciative Inquiry is used when facilitating AI sessions and consists of the following 5 phases: Define, Discover, Dream, Design, and Destiny.

Image from https://centerforappreciativeinquiry.net/resources/what-is-appreciative-inquiry-ai/

Why Appreciate Inquiry is powerful

  • It is cyclical and encourages ongoing exploration
  • It allows innovation and a chance to surface new opportunities
  • It taps into the collective wisdom of the team
  • It starts where you are
  • It gets the team to envisage and dream of the future best outcome
  1. 1-2-4-All

This technique invites reflection on multiple levels: first individually, then in pairs, then groups of four, and finally with the whole group. It’s a simple but powerful way to ensure everyone is heard and is effective no matter the group size. This works particularly well with larger groups of more than 12 people. It is a short activity leaving time to get into the rest of the evaluation

Image from https://www.liberatingstructures.com/1-1-2-4-all/

Why 1-2-4-All is powerful

  • It engages every individual, no-one is sidelined
  • It minimises power differentials especially in hierarchical environments and allows all an equal chance to share
  • It enriches the quality of observations and insights
  • The process itself is geared towards consensus building or a shared view of the situation
  1. World Cafe

World Café is a method for facilitating large group dialogue using a rotating table format. Small groups (up to five people) sit together café-style and discuss a shared question for 30 minutes . Then they rotate to new tables, building on prior conversations. The same question can be asked repeatedly allowing individuals to build on themes emerging from their earlier conversations. Table hosts can remain to anchor the discussion. Insights are later shared often visually or through a creative medium. It is important to leave around 2 hours for the conclusion.

Why World Cafe is powerful

  • Everyone is included
  • Ideas evolve as they move through the room
  • Repetition of questions with new combinations sparks fresh thinking
  • It helps the group see patterns and build collective insight

Using reflective principles to ask better questions

The reflective approach does not only have to form part of a workshop but there are also some great reflective questions that can be used in focus group discussions, here are some examples:

  • What’s great about this work?  What would make it even greater?
  • What has worked really well in this project? What did not work so well? What is needed to improve?
  • What are the forces (internal and external) that have contributed to the success of the intervention? What are the forces that have worked against it? How strong are each of these forces?
  • What are the successes and what are the challenges?
  • If you could change one thing, what would it be—and why?
  • Whose story or voice is missing in this conversation?

Wherever we’re working, be it in Ghana, Gauteng or Guatemala, these tools provide a way to foster real dialogue and allow team reflection and learning.

These tools are just one of the tools we have in our armoury but we find them powerful in that they unlock understanding. They are central to how we work in complex environments and build momentum for meaningful change. Hopefully this has given you some inspiration. Don’t be shy, go ahead and stimulate some reflective and evaluative thinking.