How can feedforward improve peer relationships in coaching?

There is a new model that incorporates similar elements of feed forward. The model is called SCARED SO WHAT and it’s the first model for managing personal change. It’s a self coaching model that invites critical reflection to make informed decisions vs assumptive ones. SCARED focuses on your feelings and the actions you can take to make an informed decision. SO WHAT is where you make your own plan of action to execute the decision. You can use both together to manage personal change for yourself. BUT, you can also use the model as a coaching tool. Much like Feed Forward, you use the model to coach and guide the coachee in looking forward at themselves in how they can assess and manage their own instances of personal change.

I'm a big fan of feedforward. Here are two ways I see my clients experience significant value from it: 1. Future Orientation and Goal Alignment: Feedforward is inherently future-focused, aligning with an individual's goals and aspirations. This forward-looking perspective helps individuals set and achieve their goals in a more targeted manner. 2. Strengths-Based Approach: In addition to suggesting areas for improvement, feedforward also taps into an individual's strengths. This strengths-based perspective fosters a sense of empowerment and encourages individuals to maximize their potential.

Feedforward provides a safe framework that differs from assessing past behaviors. In this approach, the executive's stakeholders share ideas and perspectives, contributing to future behavior enhancement. This forward-looking framework fosters collaborative ideation, allowing for a collective exploration of potential improvements. It also presents an opportunity for the executive to expand their mindset, gaining insights that can positively impact their future actions. Importantly, the executive retains the prerogative of implementing the received recommendations. This empowers them to choose and integrate suggestions that align with their goals and values.

eedback evaluates past actions, pointing out strengths and areas for improvement. It's retrospective. Feedforward, is future-focused, offering suggestions for positive change without dwelling on the past. It's action-oriented and encourages a forward-thinking mindset. While feedback reflects on what's already happened, feedforward looks to what can be achieved in the future. Both are valuable tools in fostering growth and development.

In a nutshell: feedforward encourages open dialogue and collaboration. Feedforward thrives on open communication and collaboration. It establishes a two-way dialogue between individuals seeking improvement and those providing suggestions. This collaborative exchange fosters a culture of continuous learning and mutual support within an organization. By creating an environment where feedback is constructive, specific, and forward-looking, feedforward promotes a positive feedback loop that strengthens professional relationships and enhances overall team dynamics. This collaborative aspect ensures that the development process is not a solitary endeavor but a shared journey with peer toward continuous improvement.

I think feedforward & feedback both coexist. It doesn't make sense to me to give some feedback and don't tell what should be done next. Similarly, suggesting to someone what they should be doing from here on without including the inputs from the past might become empty positive talk. For example, in this article, "You should be more creative", vs. "You can be more creative by brainstorming more ideas, trying new methods, and learning new skills", it points to more precise and actionable inputs, which I think should be the basics of an effective conversation. To summarize, I believe both feedback and feedforward coexist, and it is the awareness of the coach to keep things positive & actionable.

Before embarking on a new project, team members can engage in a feedforward session, seeking suggestions from each other on how to approach challenges. As part of leadership development initiatives, managers can use feedforward to help emerging leaders refine their skills. During team-building workshops, team members can exchange feedforward to enhance teamwork and productivity. By focusing on future actions and solutions, individuals can contribute ideas for better collaboration, communication, and goal achievement.