KMPH FOX 26 | Central San Joaquin Valley News SourceCritiquing Work Skills and the Art of "Feed Forward"

By Louise Bauer Davoli

Providing corrective feedback for employees is frequently one of the most challenging aspects of being a manager. When handled poorly, critiques can leave people feeling deflated, disgruntled, and unmotivated.

Most of us are familiar with the term "feedback" and have at some point in our lives probably given and received feedback from a boss, co-worker, a spouse/partner or even a child. Giving feedback is considered to be a vital ability for leaders. As leaders in our lives and sometimes as leaders within an organization we do our best to accomplish the goals and objectives we have identified for ourselves. Through the process we need to learn what job skills we have done well and which skills need to shift. When either giving or receiving feedback, we are focusing on the past; we're focusing on something that has already occurred, instead of focusing on the opportunities and possibilities that are present in the moment and immediate future.

FeedForward helps people imagine and focus on a future filled with possibility and potential, not a failed past. By giving people ideas on how they can be even more successful, we can increase their chances of achieving this success in the future. The focus shifts from negativity and problems to solutions. Successful people like getting ideas that are aimed at helping them achieve their goals. They tend to resist negative judgment and may become defensive and go to the place of trying to prove you wrong.

FeedForward requires only that you have ideas for achieving any particular task. Another interesting attribute of FeedForward is that FeedForward isn't perceived as a personal critique since it is addressing something that has not yet happened.  Frequently feedback is viewed by the recipient as a personal critique about their abilities and taken personally regardless of how the message is delivered. For many of us, our sense of identity is highly connected with our work and any personal critique is viewed as a personal attack.  

• People tend to listen more attentively
• Prevents stereotyping and assumptions
• Can be used in a variety of situations

Using FeedForward as a management tactic does not include eliminating annual performance reviews. However, the intent with adopting a FeedForward approach to enhancing performance and achieving both personal and professional goals is preferable to feedback in day-to-day interactions. Aside from its effectiveness and efficiency, feed forward can make life a lot more enjoyable. Quality communication between and among people working together is the glue that holds relationships and organizations together. By using FeedForward, people can dramatically improve the quality of communication in their organizations and relationships making sure that a positive message is delivered and for those on the receiving end of the message are receptive.

*The term "FeedForward" was coined during a discussion between Marshall Goldsmith and Jon Katzenback author of The Wisdom of Teams, Real Change Leaders and Peak Performance.