Feedforward in leadership conversations offers a powerful alternative to traditional feedback, yet it remains surprisingly underused.
Most people don’t look forward to feedback. Even when it’s well meant, it can feel like criticism, causing tension, defensiveness, and a focus on self-protection rather than improvement.
That’s because feedback looks backwards, dissecting what went wrong rather than exploring how to achieve better outcomes next time.
Feedforward takes a different approach.
It encourages learning, supports growth, and focuses on future possibilities, not past mistakes.
This represents a shift in mindset that builds trust and momentum.
Let’s explore why feedforward works and how to use it well.
What Is Feedforward?
Feedforward is a concept introduced by executive coach Marshall Goldsmith. Feedforward focuses on future actions rather than past mistakes.
Because feedforward is less personal and judgmental than feedback, people find it easier to learn and move on from past situations responding positively to ideas that might help them achieve their goals.
In this way, feedforward increases the chances of achieving success and reinforces the possibility of change and improvement.
Why Feedforward Works In Leadership Conversations
Feedforward works exceptionally well with high performers in leadership conversations for several reasons.
1. Successful people often have a positive self-image and are more receptive to ideas that help them achieve their goals rather than negative judgments.
Feedforward provides constructive suggestions for future improvement, which aligns with the desire for growth and success.
2. High performers tend to resist feedback that contradicts their self-perception.
Feedforward, being future-focused, avoids personal criticism and instead offers objective advice, making it easier to accept and implement changes.
This approach reinforces the possibility of change and encourages a positive outlook, which is crucial for maintaining motivation and drive.
3. Feedforward in leadership is efficient and less time-consuming
This appeals to busy executives and high performers who prefer quick, actionable insights over lengthy feedback sessions.
By focusing on solutions rather than problems, feedforward fosters a positive environment that encourages learning and development without the discomfort often associated with traditional feedback.
From Feedback Tension to Feedforward Momentum
In team settings, feedforward shifts the dynamic.
When people know they won’t be judged for what may have gone wrong, they stop defending and start listening. Conversations become less tense, switching from focusing on past problems to finding solutions for the future.
This is when momentum builds. People become more open to learning and the team energy moves from proving a point to making progress.
Feedback Still Has Its Place
Of course, there are times when direct feedback is still necessary, especially in matters of safety, accountability, or repeated failures.
But in most coaching and leadership conversations, feedforward is far more effective.
It’s quicker, kinder and more respectful because ultimately, feedforward builds trust, not resentment.
Five Tips for Effective Feedforward In Leadership
1. Focus on the Future
The essence of feedforward is to co-create suggestions and ideas that are forward-looking. Encourage your team to think about what can be done differently or better in the future, rather than dwelling on past mistakes.
2. Be Positive and Constructive
Ensure that the suggestions are framed positively and constructively. This helps in creating a supportive environment where people feel motivated to implement the ideas shared.
3. Listen Without Judgment
When receiving feedforward, listen openly and without judgment. This means accepting the suggestions made with an open mind and saying, ‘thank you’, rather than defending past actions or critiquing ideas.
4. Encourage Actionable Suggestions
The suggestions provided should be actionable, offering a clear path forward. This makes the feedforward practical and useful for driving change and improvement.
5. Respectful Communication
All interactions should be respectful and positive, fostering a constructive environment. This encourages better communication and understanding, making it easier for people to accept and act on the feedforward provided.
By incorporating these tips, leaders can effectively use feedforward to enhance communication, foster growth, and drive positive change.
In Summary – Make the Shift From Feedback to Feedfoward
Feedback has its place, but feedforward achieves better results.
At heart, feedforward represents a shift in mindset versus feedback.
Feedforward says:
“I believe in your potential. Let’s focus on what comes next rather than what’s gone before.”
Feedforward encourages growth without defensiveness building confidence rather than eroding it.
Finally, feedforward is a technique that leans into emotional intelligence helping leaders lead with empathy, clarity, and trust.
Further Reading and Resources
📖 Marshall Goldsmith – Try Feedforward Instead of Feedback
🎧 Wall Street Journal Podcast – Why You Might Get ‘Feedforward’ From Your Boss Instead of Feedback
📖 Harvard Business Review – The Feedback Fallacy
