{"id":47782,"date":"2021-10-02T16:10:54","date_gmt":"2021-10-02T20:10:54","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=47782"},"modified":"2021-10-11T09:18:27","modified_gmt":"2021-10-11T13:18:27","slug":"feedforward-feedback","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/","title":{"rendered":"Feedforward Feedback: How to Request and Practice It"},"content":{"rendered":"\n

What is feedforward feedback? How does requesting feedforward feedback from your colleagues help you improve as a manager? <\/p>\n\n\n\n

\u201cFeedforward\u201d is the opposite of “feedback”\u2014it is practical advice on what you can do to improve your behavior even further moving forward. Requesting feedforward from your colleagues can help you improve as a manager and foster a stronger relationship with your employees.<\/p>\n\n\n\n

Here’s how to request and practice feedforward feedback.<\/p>\n\n\n\n\n\n\n\n

Following Up and Requesting Feedforward<\/strong><\/h2>\n\n\n\n

Following up involves approaching your colleagues on a regular basis\u2014say, once a month\u2014to ask them how they think you\u2019ve progressed in your attempts to change so far. For example, you could ask your colleagues the following question: <\/p>\n\n\n\n

\u201cYou might remember that last month, I made a commitment to make fewer harmful or hurtful comments to colleagues. In your opinion, how well am I doing in my efforts to change? Do you think I\u2019ve made progress or not?\u201d<\/em><\/p>\n\n\n\n

Following up with your colleagues has two major benefits. First, it gives you a way of measuring your progress<\/a> so far. Based on your colleagues\u2019 responses, you\u2019ll be able to tell whether you\u2019re heading in the right direction in terms of eradicating your bad behavior, or if you need to start putting a bit of extra effort into the process. <\/p>\n\n\n\n

Second, following up helps to improve your colleagues\u2019 opinions of you. By asking for their thoughts on your behavior, you\u2019re demonstrating that you value their input. People are much more likely to think well of you if you make them feel valued and appreciated. <\/p>\n\n\n\n

Likewise, following up with your coworkers gets them thinking about how much better your behavior has become\u2014assuming it has<\/em> gotten better, of course\u2014and helps to quash any lingering skepticism they may have about whether or not you can really change. Once your colleagues realize that you really have <\/em>improved upon your prior bad behavior, their opinion of you is likely to become more positive. <\/p>\n\n\n\n

Following Up With Yourself<\/h3>\n\n\n\n

in What Got You Here Won’t Get You There, <\/em>Marshall Goldsmith argues that as well as following up with your colleagues, it\u2019s important to follow up with yourself<\/strong>\u2014to constantly reflect on how you <\/em>think you\u2019re doing with the process of change<\/a>, possibly as frequently as daily. Doing this has two main benefits: <\/p>\n\n\n\n

  1. It helps you to quickly identify if you\u2019re slipping back into your bad habits, meaning you can swiftly take corrective action. <\/li>
  2. It helps you to track the small positive steps towards change you\u2019re making each and every day. When you realize that you\u2019re making this progress, you\u2019ll be encouraged and motivated to continue to improve your behavior. <\/li><\/ol>\n\n\n\n

    If you think you\u2019ll struggle to find the time to follow up with yourself or that you won\u2019t be disciplined enough to regularly self-reflect, enlist someone\u2014someone who is supportive, and who you can easily get in contact with\u2014to act as your<\/strong> self-reflection<\/a> \u201ccoach.\u201d<\/strong> This \u201ccoach\u201d could be a colleague, a manager, a friend, or even a family member. Their role is to contact you regularly\u2014for example, Goldsmith\u2019s coach calls him every day, but you could make it a once-or-twice a week meeting\u2014and ask you how you think you\u2019re doing with the process of changing your bad habit. This frequent questioning will force you to follow up with yourself and evaluate your progress. <\/p>\n\n\n\n

    \u2018Feedforward\u2019<\/strong><\/h3>\n\n\n\n

    At the same time as following up with your colleagues, you should ask them whether they have any \u201cfeedforward\u201d for you. \u201cFeedforward\u201d feedback is practical advice on what you can do to improve your behavior even further moving forward.<\/strong> It differs from feedback because while feedback focuses on identifying the mistakes of your past, feedforward considers how you can behave better in the future. <\/p>\n\n\n\n

    When soliciting feedforward, you should ask your colleagues to identify two actions they think you should take going forward to further tackle your bad habit. For example, you could say, \u201cMy bad habit is getting angry. While I\u2019ve already improved a bit on this score, what are two things I can do in the future to avoid this behavior even more effectively?\u201d The person\u2019s response might be \u201cFirst, use breathing exercises<\/a> to remain calm in stressful situations. Second, leave situations that you feel are starting to aggravate you.\u201d<\/p>\n\n\n\n

    Goldsmith insists that you\u2019re not allowed to respond to feedforward in any other way than simply saying \u201cthank you.\u201d<\/strong> For instance, don\u2019t pass judgment on how good the person\u2019s ideas are, or argue with their suggestions for improvement if you think they\u2019re bad. As you\u2019ve already learned, responding in such ways are bad habits in themselves! Just show gratitude for your colleague\u2019s input, note down the ideas they\u2019ve given you, and move on.<\/p>\n\n\n\n

    The Benefits of Soliciting Feedforward<\/h4>\n\n\n\n

    Soliciting feedforward feedback has two main benefits. First, it gives you access to the knowledge of your colleagues<\/strong>: people who are probably full of good ideas on how you can further improve your bad behavior, but who won\u2019t share these ideas unless they\u2019re directly prompted to do so. They may worry that giving unsolicited advice<\/a>, especially on such a sensitive topic as bad behavior, will come across as rude, arrogant, or uncalled for. Therefore, they\u2019ll keep this useful advice to themselves unless you directly request it. Asking for feedforward gives your colleagues the opportunity to express their ideas in a socially acceptable way, thus giving you access to their insight.<\/p>\n\n\n\n

    Second, requesting feedforward forces you to stop thinking about the past and instead focus your efforts<\/a> on building a better future<\/strong>. When you realize that you\u2019ve been engaging in a bad habit and harming other people, it\u2019s easy to spend a lot of time ruminating on the hurt you\u2019ve caused and dissecting every mistake you made. However, this way of thinking isn\u2019t that helpful in the long run. It won\u2019t help you to figure out a positive path forward\u2014it\u2019ll just make you dislike yourself and your past actions. Meanwhile, feedforward encourages you to put the past behind you and instead implement people\u2019s ideas about how you can improve in the future. It\u2019s all about becoming a better person, not punishing yourself for who you were in the past. <\/p>\n","protected":false},"excerpt":{"rendered":"

    What is feedforward feedback? How does requesting feedforward feedback from your colleagues help you improve as a manager? \u201cFeedforward\u201d is the opposite of “feedback”\u2014it is practical advice on what you can do to improve your behavior even further moving forward. Requesting feedforward from your colleagues can help you improve as a manager and foster a stronger relationship with your employees. Here’s how to request and practice feedforward feedback.<\/p>\n","protected":false},"author":8,"featured_media":50823,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,14,43],"tags":[478],"class_list":["post-47782","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-management","category-self-improvement","tag-what-got-you-here-wont-get-you-there","","tg-column-two"],"yoast_head":"\nFeedforward Feedback: How to Request and Practice It - Shortform Books<\/title>\n<meta name=\"description\" content=\"\u201cFeedforward\u201d is the opposite of "feedback"\u2014it is practical advice on what you can do to improve your behavior even further moving forward.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Feedforward Feedback: How to Request and Practice It\" \/>\n<meta property=\"og:description\" content=\"\u201cFeedforward\u201d is the opposite of "feedback"\u2014it is practical advice on what you can do to improve your behavior even further moving forward.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/\" \/>\n<meta property=\"og:site_name\" content=\"Shortform Books\" \/>\n<meta property=\"article:published_time\" content=\"2021-10-02T20:10:54+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-10-11T13:18:27+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/s3.amazonaws.com\/wordpress.shortform.com\/blog\/wp-content\/uploads\/2021\/10\/businessmen.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1050\" \/>\n\t<meta property=\"og:image:height\" content=\"594\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Hannah Aster\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Hannah Aster\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/\"},\"author\":{\"name\":\"Hannah Aster\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/f39f52830e4f7039a16e45d12354542f\"},\"headline\":\"Feedforward Feedback: How to Request and Practice It\",\"datePublished\":\"2021-10-02T20:10:54+00:00\",\"dateModified\":\"2021-10-11T13:18:27+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/\"},\"wordCount\":1078,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2021\/10\/businessmen.jpg\",\"keywords\":[\"What Got You Here Won't Get You There\"],\"articleSection\":[\"Communication\",\"Management\",\"Self-Improvement\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/feedforward-feedback\/\",\"name\":\"Feedforward Feedback: How to Request and Practice It - 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