Fighter pilots achieve a 99% mission success rate. Could feedback hit a similar mark?

That level of performance is not the product of perfection. It is the result of disciplined reflection. After every mission, fighter pilots conduct a structured debrief. They review their intended objectives, compare it to actual events, and make future adjustments. It's a forward-looking process that is specific, systematic and supportive.

Fighter pilots call it the "debrief." And it offers a model for how to have make feedback more successful.

Former fighter pilot Christian "Boo" Boucousis dropped by I Wish They Knew to discuss when and how to hold these debriefs, why "flawless" leadership is never perfect, and how to treat mistakes as data for future growth — with lots of applications for helping feedback take flight.

Disciplined debriefs

For fighter pilots, flawless does not mean error-free. It means destination-focused and disciplined in pursuit of the objective. A flawless debrief is disciplined, candid, and action-oriented.

Boucousis describes this structure using the acronym ORCA:

• O — Objective
• R — Result
• C — Cause
• A — Action

Each stage serves a specific purpose. Together, they create an opportunity for goal-focused, constructive and collaborative conversations that make their mark.

Objective

Before evaluating what happened, confirm what you are trying to achieve. Without a clearly defined objective, feedback becomes mired in subjectivity.

Here, you might ask:

• What were we trying to accomplish?
• What did success look like?
• What criteria did we agree would define success?

This step ensures alignment. It prevents the conversation from drifting into personal preferences or shifting standards. And it ensures that feedback stays focused on the target.

Result

The second step of the debrief looks at observable outcomes:

• What happened?
• What metrics or evidence do we have?
• Did the result align with the objective?

This stage is descriptive, not interpretive. It avoids speculation and sticks to the facts. Rather than dwell on why, the debrief focuses on what. This subtle shift creates psychological space that takes the fear out of feedback and makes others more willing to speak up and share.

Cause

At this point in the debrief, you're ready to examine what caused and contributed to an error. Rather than look backward and assign blame, train your sights on the systems, processes, and decisions that could be improved going forward:

• Were your assumptions accurate?
• Did you face unanticipated constraints?
• Was the issue in planning, communication, execution, or coordination?

When feedback is honest and genuine, it promotes two-way dialogue and problem solving.

Action

Finally, turn intentions into impact by agreeing on a set of next steps. These actions should be clear, observable, and "right sized" for success. Effective debriefs leave no room for doubt:

• What will we do differently next time?
• What specific adjustment will we test?
• Who is responsible for implementing it?
• When will we review progress?

Watch or listen to my conversation with Christian Boucousis

Help feedback take flight

When used consistently, the debrief supercharges feedback by making it a natural and expected part of learning. Mistakes are reframed as data for future growth. And instead of pointing fingers, the debrief points forward. When everyone is in service to the objective, rank disappears. Power dynamics give way to partnership. Candor becomes fuel for connection. Trust and transparency grow. And that's when feedback can begin to take flight.

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