FROM REFLECTION TO PROJECTION: RISE OF FEEDFORWARD IN SHAPING SUCCESS
The role of feedback between members of an organization cannot be overemphasized. In fact, employees typically rely on this mechanism to know if their performance aligns with the organization’s vision and if they’re meeting expectations.
The very nature of Feedback is focused on past events and performances. Since you can’t change past events, the takeaways from such feedback are very limited. Some of the reasons why we believe feedback control brings inadequate and inefficient results are because,
Feedforward, a concept put forth by coach Marshall Goldsmith, focuses on developing communication solutions aimed at the future. This training and communication technology has been in use since the early 1990s. However, it has only recently gained much-needed traction. Feedforward’s definition revolves around creating a positive environment with a futuristic outlook in mind.
Source: Based on the concept of Marshall Goldsmith; article by Joe Hirsch. Cultofpedogogy
FEEDFORWARD LOOP:
Start a feedforward loop. Both participants will get a chance to give and receive a feedforward assessment. When performing a feedforward assessment loop, follow these steps:
- DESCRIBE YOUR GOAL in simple and clear terms. The goal might be, “I want to complete more tasks every week.”
- ASK FOR SUGGESTIONS. Your partner will give useful suggestions on how to achieve your goal. There should be zero references to the past; the focus is on making the future better.
- LISTEN CAREFULLY. Don’t be a combative listener (improve your listening skills with these tips). Write suggestions down and only give positive statements, like “That is an impressive notion.”
- SAY THANK YOU. This is not a time for debate. Reflect on the suggestions provided.
- SWAP ROLES. Repeat the steps with your partner describing their goal and you providing feedforward.
