Table 14: Questions to reflect on your MEAL Results ? How effective were your activities and interventions? Why? ? Are you progressing towards, or have you met, your outcomes? Why/why not? ? What did not work so well, for whom and why? What could be done differently? ? What were the biggest challenges in implementing the activity, why, and are there learning opportunities for future activities? ? Did you engage effectively with participants and stakeholders and how you could strengthen that engagement? ? Can you attribute your activity to the achievement of the outcomes? How? ? Can you demonstrate that you had a positive or negative impact on human rights? How? ? Were there external dependencies that positively or negatively impacted your ability to achieve outcomes? What were these and how did they impact? ? To what extent were your assumptions correct? Did the activity lead to the intended outputs and outcomes? If so, why? If not, why not? What do the unintended outcomes tell you? ? Have the MEAL results been tested and are they reliable and credible? ? Was the activity/intervention cost effective and affordable? Could the activity have been carried out more cost-effectively. How? ? Could the activity have been done effectively elsewhere, by others? ? To what extent are the outputs and outcomes useful for other work that your NHRI is doing? ? To what extent could your learning from this MEAL activity help other activities in your NHRI? ? To what extent could your learning from this MEAL help your NHRI stakeholders who are working towards similar goals? Keep a running record of your reflections and insights as you monitor and evaluate your work. This information will guide your thinking about how to apply what you have learned to future work. This becomes your Record of Learning (ROL). Your ROL is owned by the MEAL Team Lead and should be transparent and easily available, reflected on in team meetings and in your internal (and if appropriate external) reporting. This way, the learning will be maximised across your NHRI. Your ROL can be formatted and used in whatever way suits your NHRI and how you manage knowledge sharing. It could be a shared document on your intranet, a standing item at management meetings, posters distributed in the office and/or a document with human resources for capacity-building. 81