Long regarded as the preferred method for addressing performance concerns and fostering improvement in leadership development, feedback is now being challenged by a progressive, forward-looking approach known as “feedforward.” Focused on future actions rather than dwelling on past mistakes, feedforward is gaining traction as an effective alternative. Global Coach Group UK (GCG UK) acknowledges the potential of feedforward and has incorporated it into their coaching methodology, providing digital coaching tools to aid this forward-thinking approach. In this article, we will delve into the concept of feedforward, contrasting it with conventional feedback, and examine how GCG UK’s feedforward-centric coaching methodology unveils the future of organisational growth and development.
Understanding Feedforward
Feedforward is a proactive, future-oriented approach to communication that underlines improvement by offering suggestions for growth rather than critiquing past actions. Differing from feedback, which centres on assessing past performance, feedforward adopts a more cooperative and outcome-based approach that highlights specific, actionable steps an individual can take to progress.
Distinguishing Between Feedforward and Feedback
Though both feedforward and feedback aim to enhance performance and growth, they differ in several fundamental aspects:
1. Direction:
Feedback reviews past actions and decisions, while feedforward zeroes in on the future by identifying improvement opportunities and furnishing guidance to achieve desired outcomes.
2. Orientation:
Feedback commonly adopts a more critical tone, pointing out shortcomings or elements that could have been executed better, which can lead to taking comments personally. In contrast, feedforward fosters a more positive outlook by emphasising actionable growth steps and maintaining a forward-looking perspective, reducing the likelihood of personal defensiveness.
3. Collaborative Approach:
Feedback frequently positions the giver in the role of the judge or evaluator, which can elicit a defensive response from the receiver. However, feedforward encourages collaboration and co-creation, with both parties working collectively to brainstorm ideas aimed at future improvement.
4. Dynamics:
Whilst feedback generally focuses on deficiencies, feedforward invigorates and motivates individuals to capitalise on their strengths and explore innovative pathways to achieve success. This approach cultivates a growth mindset, inspiring individuals to continually evolve in their pursuit of enhanced performance.
Feedforward necessitates task knowledge but does not require knowledge of the person who will carry out the action later. Consequently, it is far simpler for others to share valuable suggestions based on their expertise or personal experience. They can do so regardless of the other person who will need to perform this action later, which makes the discussion inherently collaborative and hassle-free.
Advantages of Implementing Feedforward in Organisations
Feedforward boasts several benefits over traditional feedback that can lead to significant progress in organisational growth and development:
1. Enhances Engagement:
The future-oriented essence of the feedforward approach creates a positive environment where employees feel supported, involved, and appreciated. This boost in engagement can lead to heightened commitment and productivity.
2. Fosters a Growth Mindset:
Feedforward encourages a growth mindset by challenging individuals to explore innovative strategies for improvement, seize learning opportunities, and set ambitious targets for personal and professional advancement.
3. Reduces Defensiveness:
By concentrating on future actions rather than past errors, feedforward minimises defensive reactions that often arise after receiving negative feedback. This shift enables employees to be more open to suggestions and committed to implementing changes. In addition, feedforward makes it easier for others to share valuable suggestions based on their expertise or personal experience, regardless of who will perform the action later. This approach makes the discussion collaborative and accessible by default.
4. Encourages Continuous Improvement:
Feedforward accents learning from past experiences to inform future actions. This ongoing process of reflection and adaptation encourages continuous improvement and drives lasting success amidst an ever-changing organisational landscape.
Incorporating Feedforward into Organisational Culture
To unlock the advantages of feedforward and establish a more dynamic, growth-focused environment, organisations can adopt the following strategies:
1. Leadership Buy-in:
Urge leaders to adopt feedforward as a valued development and coaching tool. By modelling the feedforward approach, leaders demonstrate a commitment to ongoing improvement and nurture an open, supportive environment.
2. Training and Development:
Offer training schemes that underscore the significance of feedforward and teach practical skills for integrating this approach into daily interactions, performance evaluations, and team meetings.
3. Communication:
Foster a culture of open communication, encouraging employees to share their insights, ideas, and suggestions for improvement in a feedforward-oriented manner. This practice helps create an environment where growth-centred conversations are the norm.
4. Continuous Reinforcement:
Consistently seek opportunities to embed feedforward into organisational culture, acknowledging and praising those who apply the feedforward approach and share their success stories.
Global Coach Group’s Feedforward-focused Coaching Methodology
GCG’s coaching methodology emphasises leadership growth areas and integrates the feedforward approach, leveraging the power of collective suggestions and insights from colleagues. Trusted by leaders in Fortune 500 organisations as well as SMEs, GCG consistently supports the feedforward methodology through its innovative coaching tools and platform.
Explore how GCG UK can empower your leaders by harnessing the potential of feedforward, driving a growth mindset, and fostering a collaborative environment, as discussed in the article. Visit our Leadership Coaching page and connect with our network of over 4,000 exceptional coaches to begin your leaders’ journey towards confident and effective leadership today.