"Feedforward" is a leadership approach that focuses on future improvement rather than dwelling on past performance. I truly believe this method creates a healthier, more productive environment—one built on encouragement, opportunity, and the belief that we can all get better.
When we think about the future, positivity should be at the center. I’d much rather hear how I can improve moving forward than be reminded of past mistakes that I can't change. Feedforward is all about offering suggestions for future success—it's a way to say, “There will be a next time, and we will do better.”
As humans, we all want to succeed. But not everyone has been taught the power of positive thinking. Feedforward helps unlock that potential by focusing on what can be, not what was. As a leader, I want to remember the importance of staying positive—both for myself and my team. It's about focusing on better solutions for today’s challenges and tomorrow’s goals.
The Problem with Traditional Feedback
Traditional feedback often centers around negative past behavior—what went wrong and how it should have been handled. But I’ve learned that constantly looking in the rearview mirror isn’t helpful. We should live, learn, and move forward with a positive attitude and determination.
Having worked in uncomfortable work environments in the past, I now prioritize creating a workplace that is healthy, happy, and productive. While not every day can be "fun and games," we spend too much time at work for it to be joyless or toxic. Work has to get done, but how we do it—and how we treat one another—matters.
Words carry weight. The way we say something can be just as important as the message itself. A harsh tone or poor choice of words can break morale, but when we communicate with thoughtfulness and kindness, it inspires growth. That’s what feedforward is all about—providing suggestions on how tasks can be done differently next time in a way that builds up, not tears down.
The 3 P’s of Effective Feedback
I’ve come across a simple but powerful guide for giving effective feedback (Marting,2024):
Positive. On Point. Personal.
- Positive: Focus on strengths and future possibilities.
- On Point: Keep feedback relevant and actionable.
- Personal: Make it meaningful, tailored to the individual.
These principles reflect the heart of feedforward—constructive, encouraging, and designed to help people grow.
Why Feedforward Works
Feedforward is based on the belief that people can improve. It’s not always easy to give or receive feedback—but when it’s future-focused, it becomes less about fault and more about opportunity. That shift changes everything.
Feedforward encourages continuous development. It helps identify problems while offering specific, step-by-step strategies for improvement. It invites input from different perspectives and promotes collaboration over criticism.
In today’s workplace, where HR plays such a crucial role in employee well-being, this approach is even more important. I want to help create a culture of trust, support, and recognition—a place where employees feel seen, valued, and motivated to grow. I see the need to prioritize not just productivity, but also mental and physical health. With feedforward, I believe we can move toward that goal.
Final Thoughts
Feedforward empowers people to grow as they learn and learn as they grow. It encourages accountability, initiative, and a proactive mindset. More than anything, it fosters connection—through teamwork, collaboration, and a sense of belonging.
As a leader, I don’t want to simply manage—I want to build, support, and uplift. I want to be the glue that holds us together, and feedforward is one of the tools I’ll use to do just that.
References
Martin, G. L. (2024, February 9). The 3 P’s of feedback: Positive, on point, and personal. Psychology Today. https://www.psychologytoday.com/us/blog/the-evolving-self/202402/the-3-ps-of-feedback-positive-on-point-and-personal
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