Build High-Performing Teams: Lessons from Navy SEALs

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Every leader dreams of crafting teams that thrive under pressure and deliver stellar results. Surprisingly, one of the most effective models for achieving this comes from the Navy SEALs. Known for their elite operations, SEAL teams employ a transformative framework called the After Action Review (AAR). This simple yet powerful process involves three key questions that help teams learn, adapt, and continuously improve. Let’s dive into how these lessons can be applied to create high-performing teams in your organisation.

The Power of Reflection: Learning from the Navy SEALs

At the core of the Navy SEALs' success is the AAR, a reflective process conducted after every mission, exercise, or significant event. Whether the operation was a triumph or a challenge, the review always takes place. The goal is not just to assess performance but to cultivate a culture of learning, self-assessment, and accountability.

The AAR involves three insightful questions:

1. What Went Well? – Amplifying Strengths
   This question identifies and reinforces the actions and strategies that led to success. Recognising what went well ensures these positive behaviours are repeated, building confidence and consistency. In corporate settings, leaders can use this during team debriefs to highlight strengths, improving cohesion and morale.

2. What Didn’t Go Well? – Learning from Setbacks
   Setbacks are inevitable, but the SEALs focus on learning from them. This question encourages teams to explore what went wrong and why, shifting from blame to growth. In a business context, this fosters open dialogue and a growth mindset, allowing teams to innovate and improve without fear of failure.

3. What Can We Improve for the Future? – Driving Continuous Growth
   This question turns reflection into action, challenging teams to apply lessons learned to future efforts. It ensures constant evolution and improvement, preventing complacency and encouraging innovation. In business, this leads to refining processes and enhancing collaboration.
   

Fostering a Growth Mindset in High-Performing Teams

The Navy SEALs’ approach naturally fosters a growth mindset, the belief that abilities can be developed through effort and learning. Teams embracing this mindset are more adaptable and resilient. Reflective practices like the AAR provide psychological safety to fail, learn, and try again, crucial for long-term success.

Leadership’s Role in Implementing the AAR Framework

Leaders play a pivotal role in implementing the AAR framework. They must create an environment where feedback is welcomed and employees feel comfortable discussing successes and failures. This involves emotional intelligence, clear communication, and a commitment to learning.

Leaders can guide their teams through the AAR process after key milestones, ensuring reflection becomes a habit. At Versed, we specialise in coaching leaders to build high-performing teams that thrive under pressure, integrating reflective practices like the AAR into everyday operations.

Conclusion: Continuous Improvement Through Reflection

Building a high-performing team isn’t just about hiring top talent—it’s about embedding a culture of learning and continuous improvement. The Navy SEALs’ AAR process offers a simple yet powerful framework for turning every experience into an opportunity for growth.

By incorporating the AAR process into your team’s routine, you can foster a growth mindset, enhance resilience, and drive consistent high performance. As a leader, your role is to guide your team through this journey, providing the tools and environment needed for reflection and improvement.

At Versed, we offer leadership coaching and performance strategy sessions to unlock your team’s potential and build a high-performing culture.