Feedforward, also known as proactive feedback, involves providing suggestions, guidance, and recommendations for future performance or actions. It focuses on helping individuals or teams improve before they even start a task. Here are theories and best practices for effective implementation of feedforward for plausible outcomes and positive results:

1. Self-Determination Theory:

• Empower individuals by involving them in the feedforward process. Encourage their autonomy, competence, and relatedness in planning and decision-making.

2. Goal Setting Theory:

• Incorporate feedforward into the goal-setting process. Provide insights on how individuals can align their actions with their goals effectively.

3. Appreciative Inquiry:

• Frame feedforward in a positive and constructive manner. Focus on strengths, past successes, and potential, which can motivate individuals to improve.

4. Cognitive Load Theory:

• Present feedforward in a clear, concise, and easily digestible manner. Avoid overwhelming individuals with excessive information.

5. Growth Mindset Theory:

• Encourage individuals to embrace challenges and see feedback as an opportunity for growth. Feedforward aligns with the growth mindset by promoting improvement.

Feedforward Best Practices:

1. Contextual Relevance:

• Tailor feedforward to the specific task, role, or project. Ensure that the suggestions are directly applicable and beneficial.

2. Focus on Future Performance:

• Provide actionable recommendations that individuals can apply to enhance their performance moving forward.

3. Clarity and Specificity:

• Clearly articulate the suggested actions or strategies. Be specific about how individuals can implement the feedforward.

4. Timeliness:

• Deliver feedforward as early as possible, ideally before the task or activity begins. This allows individuals to consider the suggestions during planning.

5. Constructive Tone:

• Frame feedforward in a positive and constructive manner. Avoid sounding critical or negative, as the goal is to encourage improvement.

6. Openness to Input:

• Encourage recipients to ask questions, seek clarification, and provide their perspective on the feedforward.

7. Collaborative Approach:

• Engage in a two-way dialogue. Discuss the suggestions, explore alternative approaches, and jointly determine the best course of action.

8. Follow-Up and Reflection:

• After the task or activity, discuss the impact of the feedforward and how it influenced the outcome. Use this reflection as a learning opportunity.

9. Encourage Experimentation:

• Encourage individuals to experiment with the suggested strategies. Emphasize that feedforward is a proactive effort to explore new approaches.

10. Long-Term Focus:

• While feedforward is future-oriented, discuss how the lessons learned from applying suggestions can benefit individuals in various situations.

11. Continuous Improvement Mindset:

• Foster a culture of continuous improvement by valuing and promoting feedforward as a valuable tool for growth.

By applying these theories and best practices, you can effectively integrate feedforward into your communication and development strategies, leading to enhanced performance, learning, and positive results.

Feedforward is a type of feedback that focuses on the future rather than the past. It is about providing information that can help someone improve their performance or achieve their goals. Feedforward can be given in a variety of ways, such as through coaching, mentoring, or training.

There are many theories about feedforward, but some of the most common include:

• The growth mindset theory: This theory argues that people can grow and change their abilities. Feedforward can help people to develop a growth mindset by focusing on their potential rather than their limitations.
• The expectancy theory: This theory argues that people are more likely to take action if they believe that their actions will lead to desired outcomes. Feedforward can help people to see how their actions can lead to positive outcomes.
• The social cognitive theory: This theory argues that people learn by observing others. Feedforward can help people to learn from the experiences of others and to develop new skills and behaviors.

The best practices for giving feedforward will vary depending on the specific situation. However, some general best practices include:

• Be specific. Don’t just say “good job” or “you need to improve.” Be specific about what the person did well or what they need to work on.
• Be timely. Give feedforward as soon as possible after the event. This will help the person to remember what they did and how they can improve.
• Be constructive. Focus on the person’s performance, not their personality. The goal of feedforward is to help the person improve, not to criticize them.
• Be positive. Even if you have to give negative feedback, try to focus on the positive aspects of the person’s performance. This will help them to stay motivated.
• Be open to feedback yourself. If you are open to feedback, the other person will be more likely to be open to your feedback.

By following these theories and best practices, you can give feedforward that is more likely to lead to positive outcomes.

Here are some additional tips for giving feedforward:

• Choose the right time and place. Don’t give feedback when the person is stressed or tired. Choose a time and place where you can talk privately and uninterrupted.
• Be prepared. Think about what you want to say before you give feedback. This will help you to be more concise and clear.
• Listen to the person’s reaction. After you give feedback, give the person a chance to respond. Listen to what they have to say and be open to their perspective.
• Follow up. After you give feedback, follow up to see if the person has made any changes. This will help you to ensure that the feedback was helpful.

By following these tips, you can give feedforward that is more likely to be effective.

Here are some examples of feedforward:

• “I noticed that you were able to stay calm and focused under pressure. That’s a great skill to have in this job.”
• “I think you could improve your presentation skills by practicing more and using more visuals.”
• “I’m confident that you can achieve your goals if you set specific and measurable goals and track your progress.”

These are just a few examples of feedforward. There are many other ways to give feedforward. The important thing is to be specific, timely, and constructive.