Feedforward Coaching Tool

Coaching Tools Guide: Feedforward

Overview of Feedforward

Feedforward is a coaching tool developed by Marshall Goldsmith, designed to help individuals envision and create positive future behaviours instead of dwelling on past actions. Unlike feedback, which focuses on analysing and correcting past behaviours, feedforward emphasises future development and positive reinforcement. It is forward-looking and growth-oriented, making it an effective tool for personal and professional development.

Key Principles of Feedforward

1. Future-Focused: Concentrates on what can be done differently in the future rather than critiquing past behaviour.
2. Positive Reinforcement: Encourages and motivates individuals by highlighting potential and positive actions.
3. Actionable Advice: Provides specific, actionable suggestions that individuals can implement.
4. Non-Judgmental: Avoids blame and criticism, creating a safe space for development.
5. Two-Way Process: Encourages dialogue and active participation from both parties.

When Feedforward Works Best

Feedforward is particularly effective in the following scenarios:

1. Leadership Development:
   • Helps leaders focus on future behaviours that can improve their leadership skills.
   • Encourages the development of a positive leadership style.
2. Performance Improvement:
   • Useful for employees who need to improve their performance but may feel demotivated by traditional feedback.
   • Shifts the focus from past mistakes to future successes.
3. Career Development:
   • Assists individuals in identifying and preparing for future career opportunities.
   • Supports long-term career planning and growth.
4. Change Management:
   • Facilitates smoother transitions by focusing on future actions and outcomes.
   • Helps individuals and teams adapt to new roles or environments.
5. Team Building:
   • Encourages team members to support each other’s future development.
   • Strengthens collaboration and collective growth.

Who Benefits Most from Feedforward

Feedforward is beneficial for a wide range of individuals and situations, including:

1. Leaders and Managers:
   • Those looking to enhance their leadership capabilities and foster a positive work environment.
   • Managers who want to motivate their teams through positive reinforcement.
2. Employees:
   • Individuals seeking career growth and improvement in their performance.
   • Employees who may be resistant to traditional feedback due to its often negative connotations.
3. Teams:
   • Teams undergoing change or looking to improve their dynamics and collaboration.
   • Groups seeking to establish a culture of continuous improvement and mutual support.
4. New Hires:
   • New employees who need guidance on how to succeed in their new roles.
   • Helps them integrate smoothly by focusing on future performance and development.
5. Coaching Clients:
   • Individuals working with a coach to develop personal or professional skills.
   • Provides a structured approach for coaches to guide their clients towards future success.

Implementing Feedforward

To effectively implement feedforward, follow these steps:

1. Identify Development Areas:
   • Discuss and agree on the areas where the individual wants to improve.
   • Ensure the areas are specific and actionable.
2. Generate Suggestions:
   • Provide constructive and positive suggestions for future behaviour.
   • Encourage the individual to contribute their own ideas and strategies.
3. Focus on Specificity:
   • Ensure the suggestions are specific, actionable, and relevant to the individual’s goals.
   • Avoid vague or generic advice.
4. Encourage Participation:
   • Foster a two-way dialogue where both parties actively participate.
   • Encourage the individual to ask questions and seek clarification.
5. Set Goals and Follow-Up:
   • Establish clear, measurable goals based on the feedforward suggestions.
   • Plan regular follow-up sessions to review progress and adjust the approach as needed.
6. Create a Positive Environment:
   • Maintain a supportive and non-judgmental atmosphere.
   • Focus on celebrating successes and progress.

Examples of Feedforward in Action

1. Leadership Scenario:
   • Instead of saying, “You need to stop micromanaging your team,” say, “In future projects, try empowering your team members by delegating more responsibilities and trusting their decisions.”
2. Performance Scenario:
   • Instead of saying, “Your presentations lack engagement,” say, “For your next presentation, consider incorporating more interactive elements and storytelling techniques to engage your audience better.”
3. Career Development Scenario:
   • Instead of saying, “You didn’t handle that client meeting well,” say, “In your next client meeting, focus on active listening and asking open-ended questions to better understand their needs.”

Conclusion

Feedforward is a powerful coaching tool that promotes positive change and future growth. Focusing on actionable, forward-looking suggestions creates an environment of continuous improvement and motivation. Whether used for leadership development, performance improvement, or team building, feedforward helps individuals and organisations achieve their full potential.

By incorporating feedforward into your coaching practice, you can help others move beyond past limitations and focus on creating a successful future.