Feedforward – How to integrate it with feedback?
Firstly, we need to be aware of the consequences of good and bad feedback.
Bad feedback creates a defensive and confrontational attitude because it is focused on guilt. Furthermore, it does not promote the development of competence and decreases confidence and self-esteem. It also leaves the interpretation to the other, consequently leading the person to feel judged.
Creates trust and cooperation, because it is focused on possible improvements or achievements. Promotes the development of competence and increases confidence and potential. Moreover, it clarifies exactly “where I am” and “where I am going”. Lastly, it leads the person to feel “helped”.
A great way to achieve this is by integrating feedback with feedforward…
Therefore, feedback should focus on the potential for development, by being integrated with feedforward!
How to respond to receiving feedback
Take an active role because it is YOUR evaluation. Do not assume a defensive role – ask questions, ask for examples. Reformulate, translate until both have the same perception. Ask for guidance on how to reach the goals.
How to give feedback
Have the objective of developing and strengthening confidence always present. Ask questions – listen – do not debit. Feedback must be consistent – schedule periodic status.
Ask for feedback. This article can help you on this matter as it perfectly shows how to ask for feedback at work. The link between feedback and feedforward is essential for development. Coaching works with the same feedforward concepts, aiming at the focus on development through mechanisms of self-regulation and consequently the attainment objectives.
Tap My Back not only helps you understand how to give and ask for feedback, as it provides you with the right tools to achieve a continuous feedback culture.