When it comes to improving ourselves, our organisations, and even our society, the most common method that we've been using is feedback. We collect feedback from our peers, our managers, and our customers, and use it to make adjustments and improvements. However, feedback has some limitations that make it less effective than it could be. In recent years, a new approach called "feedforward" has emerged as an alternative. Let's explore what feedforward is, how it differs from feedback, and why it's the future of personal and organisational development.
What is 'Feedforward'?
Simply put, feedforward is a process of providing constructive suggestions for the future, rather than critiquing past behaviors or actions. Rather than focusing on what went wrong, feedforward focuses on what can be done differently in the future to improve outcomes. It's a forward-looking approach that's aimed at building on strengths, instead of fixing weaknesses.
Don't Feedback, Try Feedforward Instead!
Feedforward, a concept introduced by business educator and coach Marshall Goldsmith, is rapidly gaining traction, and for good reason. Properly used, feedforward can help create a better workplace by aiding individuals in moving beyond the invisible barriers that hinder their productivity and performance.