Feedforward
Unlike feedback, which suggests something in the past, feedforward focuses on what you did well and how you should carry that over into the future. Feedforward can improve productivity, reduce negative feelings, and motivate you and others to set new goals.
Keep this in mind:
- When things go well, explore the personal factors that led to success, for example the time, effort and energy that were put into a task.
- Not only give feedforward to others, but ask for it yourself. You’ll demonstrate that it matters to you while creating an environment where it’s easier to give it.
Adapted from 'Happiness at Work: Maximizing your Psychological Capital for Success', by Jessica Pryce-Jones, Wiley-Blackwell.
Get More Feedback
March 2011
The best kind of feedback is usually the kind you solicit yourself. It can be highly stressful if the only time you receive feedback is during a performance review from a superior. Becoming aware of your strengths and weaknesses in an informal way will help hold you in good stead. Get the advantage and take control. Ask people you trust, who know you, to give you feedback. It will just be between the two of you, and can’t be used against you. It’s information sought by you, for your eyes only.
Use the following format as a model for how you might ask for feedback. You can pick the focus, be it about your leadership skills, ability to work on a team, entrepreneurial talents, etc. Be specific about what you want, and you can get what you need. Before you send out your questions, take some time to think about how you might answer them yourself. See how your self-evaluation compares to the feedback you receive.
Address a note along with your questions to the person you want feedback from. Here is a sample of both the note and some feedback questions. Feel free to modify the note to fit your relationship with the individual you’re sending it to, as well as to the type of questions you would like answered.
Dear ___________,
In an effort to learn more about myself, I am collecting impressions and advice from people I’ve worked with who know me well and whose impressions I’m inclined to trust. I would appreciate your candid answers to the questions below. My plan is to consider your feedback with the feedback I get from others to chart areas for further development. Everyone likes compliments, but keep in mind I have everything to gain from your honesty and candidness.
Questions I would like answered:
1. What do you see as my best attributes in my working with people? Can you give an example of when you have seen me work this way?
2. What do you see as a quality or two that I should attempt to strengthen? Please give an example of something you saw, heard about, or personally experienced that illustrates why you believe I will benefit from some enhancements here.
3. What types of people do you think I would have the easiest time working with?
4. What situations do you see posing the greatest challenge to my effectiveness?
5. Is there any additional feedback you can provide that you think will be beneficial to me?
Make sure to finish your letter with an assertion of thanks to your colleague or friend for their support. At the appropriate time, let then know that you would be available to them, in the same way that they have been helpful to you.
Adapted from ‘Get Rid of the Performance Review’ by Samuel A. Culbert, Business Plus.
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