Feedforward

What is feedforward?

Feedforward is an approach to development that focuses on ideas for the future rather than judgement of the past. Instead of telling someone what they did wrong, you offer suggestions for what they could do next time. The term was popularised by executive coach Marshall Goldsmith as a complement to traditional feedback.

It reframes a development conversation from evaluation to possibility, which pairs naturally with a growth mindset.

Why feedforward matters

Traditional feedback can trigger defensiveness because it focuses on things that cannot be changed. Feedforward sidesteps that by pointing forward, which people tend to receive more openly. It keeps energy on improvement, works well between peers, and complements rather than replaces continuous feedback.

How to use feedforward

Ask for ideas, not judgement. Invite specific suggestions for the future.
Keep it forward-looking. Focus on the next opportunity, not the last mistake.
Listen without defending. Simply take the suggestions on board.
Combine with feedback. Use both: feedback to learn from the past, feedforward to shape the future.

Feedback that builds people up

Coachello helps managers develop feedback and feedforward habits that people actually welcome, turning development conversations into momentum rather than dread.

Make feedback something people want. Book a demo.

FAQs

What is the difference between feedback and feedforward?

Feedback reviews the past. Feedforward offers ideas for the future. Feedback helps you learn from what happened; feedforward helps you improve what happens next.

Who created feedforward?

The term was popularised by executive coach Marshall Goldsmith as a forward-looking complement to traditional feedback.

Should feedforward replace feedback?

No. They work best together: feedback to understand and learn from the past, feedforward to focus energy on future improvement.