Feedback is a crucial element in personal and professional growth, yet it’s often misunderstood or mishandled. Providing effective feedback is not about pointing out what’s wrong; it’s about improving and growing with a desire to be in a different, and better, place in the future. In this context, understanding different feedback mechanisms—whether traditional feedback or innovative methods—can offer powerful tools for development.
The Feedforward Model: Shifting the Focus to Future Growth
The concept of feedforward, popularized by Marshall Goldsmith, shifts the traditional approach to feedback by focusing on future behavior rather than past actions. Instead of dwelling on what someone did wrong, feedforward asks, “What can you do differently moving forward?” This model is particularly effective in promoting a growth mindset, encouraging individuals to focus on future potential rather than past mistakes. Insights can come from an individual reflecting on their own performance and asking for feedback from others or it can come from outside observation.
A key element of feedforward is asking individuals to rate themselves on a scale of 1 to 10 regarding their current performance in a specific area. Following this self-assessment, the team leader or coach discusses with the individual what it would take for the individual to move up just one number. This small, incremental improvement often feels more attainable and less intimidating than a larger ask, making it easier for individuals to take actionable steps toward growth.
Feedforward is a powerful tool because it empowers individuals to take control of their development. By focusing on the future, it encourages a proactive approach to personal growth, creating a positive experience rather than a punitive one.
One of my favorite methods of feedforward was introduced by Simon Sinek in a presentation where he explained Marshall Goldsmith’s twist on feedforward. This method has an individual gather actionable suggestions from up to 10 outside perspectives that can be implemented to drive personal change. By asking people around you “what is one thing I could change about XX to be more effective?” and then listening without defensiveness, you can direct the improvement yourself. The focus becomes understanding the perceptions of others and using that understanding to inform your actions moving forward. This approach requires humility and a willingness to change, which can be challenging, but ultimately leads to meaningful growth. It’s about acknowledging that others’ perspectives can provide valuable insights.
Traditional Feedback: Adding Value Through Growth
While these techniques are forward-looking, traditional feedback still holds value, particularly when it is given with the intent to foster growth. Traditional feedback involves reviewing past performance, identifying strengths and weaknesses, and providing specific, actionable advice. It can be especially helpful when expectations have not been clearly set or understood.
For traditional feedback to be effective, it needs to be delivered in a way that is constructive and supportive. This is where the role of the team leader becomes critical. Feedback should not be about tearing someone down. It should be aimed at helping the individual see their potential and understand the steps needed to reach it. Effective feedback is about being honest and direct while also being supportive and encouraging. It takes courage to provide feedback that might be difficult to hear, but when delivered with integrity, this can be a powerful tool for growth.
Feedback in Real-Time: The Importance of Timely Input
As a dog owner with a willful and playful pup, I’m reminded daily that feedback needs to be timely! When feedback is delayed, the connection between the action and the correction weakens, reducing its effectiveness. Immediate feedback allows individuals to understand the impact of their actions and adjust in real time, leading to more meaningful and lasting improvements.
Real-time feedback, whether it’s a quick word of encouragement or a gentle correction, reinforces positive behavior and corrects mistakes before they become ingrained habits. It’s about providing the right input at the right moment, ensuring that feedback serves its ultimate purpose—growth.
Conclusion
Feedback, in all forms, is an essential tool for personal and professional development. Whether through feedforward or feedback, the goal is the same: continuous improvement. By embracing feedback as an opportunity for growth and delivering it with integrity and timeliness, we can help others—and ourselves—reach our full potential.
What about when feedback doesn’t create impetus to change or doesn’t cause enough change? See the next article for discussion on this!
