147 Experienced outcomes of MCD Table 1. Scores per single MCD, by participants, on a 5- or 10-point scale Mean by MCD participants Valid/missing N= How do you rate this conversation’s outcome (results or insights) for your own work? 7.4/10 851/20 The session led to a better understanding of the case 3.9 /5 851/20 The session led to a better understanding of my colleagues 3.9 /5 852/19 After the MCD series, we presented one item to participants about their satisfaction with integrating insights to practice. Figure 1 shows that most participants (58.4%) responded in the answer-category of ‘neutral’, whereas 22% are satisfied and 14% unsatisfied. How satisfied are you with the actions taken following MCD sessions? Unsatisfied 14% Very unsatisfied 4% Very satisfied 2% Satisfied 22% Neutral 58% Figure 1. Score of one closed item, after the MCD series After the MCD series, prison staff who responded positively on the satisfaction-item about their MCD participation mentioned in the related open item how it made them ‘talk differently than in daily practice’. They state that topics were discussed and analyzed more profoundly than they were accustomed to. Prison staff reported that MCD creates more awareness of one’s actions and a better understanding of colleagues, i.e., provides better insight into their motives. Other participants reported an overall negative experience and mentioned in the related open-item that they saw no added value to MCD. They mentioned, e.g., that their team functions well or that they already have constructive talks about dilemmas during teammeetings. Others said the sessions lacked true impact on practice. An explanation for this, mentioned by several participants, was a lack of positive changes being made by others after the MCD series. 6