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What a resource the Internet is!
My latest find is an article by Marshall Goldsmith (http://marshallgoldsmithlibrary.com/docs/articles/Feedforward.doc) which describes a process of using feedforward rather than feedback and explains the benefits.
As Marshall explains, ‘there is a fundamental problem with all types of feedback: it focuses on a past, on what has already occurred—not on the infinite variety of opportunities that can happen in the future. As such, feedback can be limited and static, as opposed to expansive and dynamic.’
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We can change the future. We can’t change the past.
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It can be more productive to help people be “right,” than prove they were “wrong.”
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Feedforward is especially suited to successful people.
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Feedforward can come from anyone who knows about the task.
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People do not take feedforward as personally as feedback.
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Feedback can reinforce personal stereotyping and negative self-fulfilling prophecies.
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Face it! Most of us hate getting negative feedback, and we don’t like to give it.
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Feedforward can cover almost all of the same “material” as feedback.
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Feedforward tends to be much faster and more efficient than feedback.
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Feedforward can be a useful tool to apply with managers, peers and team members.
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People tend to listen more attentively to feedforward than feedback.
I think his 11 reasons make a compelling case for trying feedforward. Do you?
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