Feedforward vs Feedback: Who Will Win?
Is feedforward a new buzzword that’s more buzz than word? Or is it an entirely new way to handle and give effective feedback?
Join us as we explore what exactly feedforward is, look at some examples and let it battle it out with its sworn enemy – feedback.
What is Feedforward?
This may come as no surprise, but feedforward is a concept that is treated as the opposite of feedback. It’s a pre-emptive approach to personal development that uses future-oriented goals and solutions rather than critiquing and judging past performance.
Think of it like this: instead of being reactive, feedforward is all about being proactive.
The concept was first introduced by American executive leadership coach and author Marshall Goldsmith after he came to the conclusion that feedback was a fundamentally flawed way of doing things. He believes that it focuses too much on the past and what has already occurred, and not on the countless variety of opportunities that can happen in the future.
Examples of Feedforward
Feedforward can be very similar to feedback – they both try to do the same thing – but once you see real-world examples, it can start to click: Here are some feedforward examples:
Instead of just telling a budding baker that their cake is too burnt (feedback), tell them that in future, they should cook it at a lower temperature over a longer period (feedforward).
A golf player who happens to miss a lot might be told by their coach to picture the ball going in the hole and to imagine nothing else.
Another example comes from the common adage: “Give a man a fish, and you feed him for a day. Teach a man to fish, and you feed him for a lifetime.”
The Difference Between Feedforward and Feedback
As already mentioned, feedforward is a proactive approach to personal development while feedback is a reactive approach. Here are more examples of what sets them apart:
The Problem with Feedback
Feedback – most of the time - comes from a good place. It can, however, have a detrimental effect.
We all know that one person in our lives that remembers every mistake we’ve ever made. Does their never-ending reminiscing help you conquer your shortcomings, or does it remind you that you’ve always been like this, how could you possibly change?
By constantly highlighting the feeling of failure, it can make it seem like that’s all there is. Marshall Goldsmith himself said it best: “feedback can reinforce personal stereotyping and negative self-fulfilling prophecies.”
But that’s not to say that you should kick feedback to the curb and say sayonara to performance appraisals. Instead, you should think about how you can remove feedback from your day-to-day interactions and replace it with the far more fruitful method of feedforward.
Benefits of Feedforward
Feedforward can help teams by breaking down the invisible barriers that hold back productivity and performance. It can also give leaders the know-how to create more positive work environments for the future.
Here are some more benefits of feedforward:
Cultivates optimism instead of pessimism - Feedforward is fundamentally about improving the future, not correcting the past. By helping people envision and focus on a positive future, we can increase their chances of achieving it.
Improves productivity and morale – Negative feedback, even if handled flawlessly, can still produce a lot of negative emotions from the receiver. By focusing on solutions instead of your staff’s shortfalls and mistakes, you’re bound to motivate them.
Avoids getting personal – Pretty much all forms of feedback are taken personally, it can’t be helped. Feedforward, on the other hand, can’t feel like a personal attack as it is discussing the possibilities of the future, not what’s been done in the past.
Is solution-oriented - Feedforward is all about providing clear indications on how to solve a problem without the need for “throwing shade”.
Saves time and is more efficient – Rather than waiting for the problem to present itself, feedforward nips it in the bud before it can even take place. Also, giving people guidance beforehand can help them conquer problems instantly rather than flounder in uncertainty.
Works both ways – Feedforward can be used by teams and workers to give managers guidance, without the fear of an awkward encounter. I mean, who wants to tell their boss what they did wrong?
Coaching and Feedforward
Unlike feedback, coaching and feedforward aren’t bitter rivals. For instance, coaching is all about using empathy and positive emotions to promote learning experiences. Sounds like feedforward, right? That’s because it’s a tool used by coaches to build confidence in their co-workers and help them discover – on their own terms - opportunities for advancement.
Without this empathetic approach, you’ll be up s#!t creek without a paddle if you try to discuss delicate issues like diversity, equity and inclusion, compensation, advancement, or even underperformance.
Conclusion
If you’ve been thinking this entire time that feedforward is just a roundabout way of giving feedback, I can’t blame you. Although, it must be said that feedforward is really about changing the way you think about the relationship between feedback and personal development.
It’s not about reinventing the concept or doing something completely different. It’s about taking a more holistic approach that utilises empathy and focuses on positive change for the future. Remember, the key is to coach, not criticize.
Personally, I love what feedforward can bring to teams. Properly used, it can help create a better and less toxic workplace by focusing on what can be changed, not what can’t.
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Written by Michael
Michael Mauro is the founder of a forward-thinking organisation specialising in leadership, HR and employee development. With over a decade of global experience, Michael has become a leading voice on topics such as culture, inclusion, wellbeing, and the future of leadership.
