In the previous two blog entries, Sid discussed Receiving Feedback. I want to look at the other side of the topic of feedback and present a new concept related to giving feedback.
I was reading some articles by Marshall Goldsmith the other day and his concept of “Feedforward” was very intriguing and a concept that all coaches should consider. Most leaders have difficulty giving feedback and we work with them to improve this skill. Fewer, however, provide their teams with feedforward.
Feedforward is the approach of offering suggestions to the individual on what they can do in the future to be more in alignment with your expectations and those of your organization. Feedforward should be linked to behavioral changes that the person can make. It does not preclude using examples from the past to illustrate incorrect behaviors, but the focus is on the future. The person should be given clear guidance on what they can do in the future to make positive behavior changes.
It can be more productive to help people be “right” than to focus on proving they are “wrong;” which is typically what happens when feedback is provided. Rather than approaching the situation with optimism and hope for the future, in many feedback situations the person becomes defensive and argumentative. This precludes both parties from talking about the future, something that can be changed. Rather, they are stuck in the past, arguing about perceptions of a situation that cannot be changed.
Commit today that you will use the Feedforward process the next time you need to coach someone on your team!
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