Feedback and Feedforward:
Gifts That Drive Growth and High Performance
We’ve all heard the saying, "feedback is a gift". But when I was less experienced, I used to think, “I hope this gift comes with a gift receipt!” Like many, I viewed feedback as something uncomfortable, often highlighting mistakes or shortcomings. However, over the years, I’ve learned that feedback is not only a gift but also a cornerstone of learning, growing, and achieving high performance. When delivered constructively, it provides insight into our blind spots and opportunities for improvement.
Yet, as I evolved as a leader and facilitator, I discovered an equally powerful concept: feedforward. Unlike traditional feedback, which focuses on the past, feedforward shifts attention to the future. It provides actionable suggestions that enable growth without dwelling on what went wrong. Let’s explore why feedforward is so impactful and how you can incorporate it to drive positive change.
Why Feedforward?
Marshall Goldsmith, a renowned leadership coach, popularized the concept of feedforward as a way to inspire continuous improvement without getting stuck in the past. Traditional feedback often leaves people defensive because it emphasizes past mistakes. While it is valuable to understand what happened, focusing only on what went wrong can sometimes limit a person’s energy, optimism, and forward momentum.
Feedforward shifts the conversation. Instead of rehashing problems, it asks: What can we do differently next time? It is future-focused, solution-oriented, and empowering. Here are some reasons why feedforward is so effective:
Focusing on what’s possible fosters a sense of optimism and excitement for growth.
By emphasizing future actions, it avoids the sting of criticism and encourages constructive dialogue.
People can’t change the past, but they can act on specific, forward-focused suggestions.
Feedforward is often shared in a spirit of partnership, where the giver and receiver work together to improve outcomes.
How to Give Effective Feedforward
To incorporate feedforward successfully, keep these principles in mind:
Offer concrete, actionable suggestions for the future.
Emphasize what the person can do, rather than what they shouldn’t do.
Make it a collaborative conversation. Ask for their thoughts and ideas to improve.
Feedforward is most effective when concise and targeted.
Here Are Two Examples of Feedforward in Action
Example 1: Presentation Skills
Traditional Feedback: “Your presentation lacked energy and didn’t engage the audience.”
Feedforward: “For your next presentation, try incorporating a story or an engaging question at the start. This will grab attention and make your delivery more dynamic.”
Example 2: Team Collaboration
Traditional Feedback: “You aren’t contributing enough ideas during team meetings.”
Feedforward: “In our next team meeting, I’d love for you to share one or two ideas. Your perspective adds so much value, and I’m confident it will inspire the team.”
Final Thoughts
Feedback and feedforward are powerful tools for growth and performance. Feedback helps us understand where we’ve been, and feedforward inspires us to move forward with purpose and optimism. As a leader, facilitator, or colleague, embracing both allows you to empower others to unlock their potential and achieve high performance.
So, the next time you find yourself offering guidance, remember this: the gift of growth doesn’t always need a receipt—sometimes, it just needs a forward-looking conversation.
