We Turned Our Own Leadership Tool on Ourselves—Here’s What Happened
As leadership consultants, we have the pleasure of being in the room where it happens.
The room where reflections happen and decisions are made; the room where it’s decided who will be supported and how; the room where culture and impact are decided.
As a result, we’ve seen our fair share of AARs–After Action Reviews–and our fair share of strategies determined based on the reflections that emerged in these conversations. Some AARs have been incredibly sharp, wise, and actionable. Others have been fluffy and surface-level, or solely data-focused. Far too many amounted to glorified vent sessions or bureaucratic box-checking without actionable next steps.
At The Center for Conscious Leadership, we set out to create something better.
We didn’t want an AAR that exclusively evaluated data and results, we wanted one that helped leaders see what’s really happening, including everything beneath the surface. This meant designing a reflection process that took into account what most don’t: the culture and conditions that create outcomes.
Conscious leadership isn’t just about results. It’s about recognizing the interplay between self and systems, intentions and impact. Conscious leadership is about leading differently, and constantly working to create a better, more equitable, just, and sustainable future. A more conscious After Action Review would need to account for the sustainability of the processes and people involved.
So we created a more Conscious After Action Review, the CLEAR AAR, and set out to test its impact—on ourselves.
The Problem, and the Solution
As a team, we knew that if we looked back exclusively on our results, we would have passed the test with flying colors: We delivered on all of our programs, launched new client work, and piloted a brand new content marketing strategy.
An AAR that solely considered the data and impact would have revealed nothing but positives.
But every single one of us also knew that we didn’t want to do it again.
The way we were working wasn’t sustainable. Not the way we were going about it. We were tired. Productive. Accomplished. Successful. And tired.
We needed to go deeper, and reflect on our values, our energy levels, our nervous systems and the ways we were able to work together.
We designed the CLEAR AAR model around five core lenses:
Conditions
Leadership Moves
Execution & Impact
Alignment & Dynamics, and
Renewal & Next Practices.
And when we turned it on ourselves? We saw it work.
The Results
The CLEAR AAR surfaced exponentially more insight than any typical post-mortem ever could. Yes, it gave us data and outcomes, but equally importantly, it revealed the emotional toll, the relational wins, and the cultural patterns that shaped our experience.
We named what helped, what hurt, and what would have to change to build momentum and impact sustainably. What followed was one of the most honest, energizing, and clarifying conversations we’ve ever had as a team.
“This process completely changes the conversation,” said facilitator Sandra Sarucia, who led the AAR. “It’s not just about KPIs anymore—it’s about humanity. When teams get to talk about how they actually felt, and what conditions shaped that experience, it opens up a whole new level of conversation and therefore growth.”
We launched a major initiative right as a tense national election sent shockwaves through our clients, our industry, and our team. Team members were carrying emotional weight and life disruptions that didn’t fit neatly into a project timeline. Responsibilities weren’t always clear. Resources felt tight, and the limitations of internal decision-making frameworks were revealed.
Tensions emerged–unintentional but real. We saw urgency impede creativity. Blurring roles leading to simmering tensions, energy drains, and people carrying unintended loads. We also saw the upside: strong one-on-one relationships, trust under pressure, and the psychological safety to name what wasn’t working.
Throughout our AAR reflection process, we were able to not only reveal the dynamics that evolved under stress, but collectively celebrate our accomplishments, including products, processes, and cultural dynamics we were proud of.
“Everything felt pressurized, and not everyone felt it equally,” CEO Sharon Podobnik Peterson admitted. “But we also realized we didn’t let it fracture us. We were incredibly collaborative and communicative. When we returned to our values along the way, solutions and next steps became crystal clear. I’m really proud of what was revealed.”
With everything on the table, the conversation landed in a totally different place: what created these outcomes, both good and bad, and what needs to shift before we do this again?
The team was able to reset expectations, align on capacity, restructure work flows, and clarify a collective pace. Throughout the process, the team became clearer on what excellence looks like—and what sustainability demands.
“We didn’t just reflect—we changed,” said team member Sara Wolfsberger. “I felt deeply respected in the process. Feedback was heard. Tangible adjustments were made. It wasn’t performative—it was transformational.”
Why It Matters
Most leadership teams never ask: “What were the conditions we were operating in?” or “Did our leadership presence help or hinder outcomes?” or “How did the experience feel—and what does that tell us?”
They stop at what worked. They skip how it worked—and at what cost.
Most teams are running on fumes, creating high output with low renewal. Financial costs are considered, of course, but rarely the cost to the humans and relationships involved. That’s why we built the CLEAR AAR–and tested it on ourselves first–to make sure that our next chapter didn’t come at the cost of our nervous systems and wellbeing.
If we want sustainable impact, we need conscious After Action Reviews that are as conscious as the leadership we’re trying to model.
It’s not enough to celebrate our wins–we must understand and respect what it cost.
If your team is tired even after you win, it’s time for a CLEAR AAR.
Want to Know What This Could Unlock for Your Team?
Let’s run a CLEAR AAR together—and finally start asking the questions that actually lead to better results.
