feed forward

 feed-forward


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Feedforward is the process of reinforcing strengths, raising expectations for the future, and the values ​​of autonomy (support, sweat, importance) fostering independence.


Because it focuses on the person receiving the feedforward and his or her future and highlights their potential. This is a way to make the person receiving the feedback not a victim, but a creator who can achieve better outcomes and strengthen relationships. There are three main things managers, teachers, and parents can do to help the success of those receiving feedback: be considerate of others, try to grow rather than teach, and understand their needs. can be shared



3 characteristics of feedforward that grow opponents



1. Show that you care.

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Before trying to develop independence, make sure the person receiving the feedback is aware that you are on the same side. For a kind of 'self-defence'. A positive relationship instils confidence in the other person and makes them willing to take risks. It is a process that instils confidence that you can achieve the task in front of you.



2. Don't try to teach others, try to develop them.



Feedforward is trying to help the other person. When you hand over control to the person receiving the feedback, you take back control.


It should consist of discussions, learning opportunities, and discussions for cooperation, and value people and potentially more. We should not only emphasize autonomy with words but actually help the growth of our members.


3. Know your partner's needs.


Sometimes, feedback is given only to improve performance.


Feedforward is more than just explaining a problem and prescribing a solution. Because you focus on what you need. It's about finding out if you need more training, more support, or more time.


It's a way to find out the gap between what you think you have and what you really have.


Information asymmetry is also called the 'curse of knowledge. This is what happens when you make wrong assumptions based on what you know. I think the other person already knows, so I ignore the case where the other person doesn't know.




Traditional feedback is vague and inaccurate, making it difficult to understand. It is insecure for the listeners of the feedback, as they have to guess what it means. Sometimes you don't understand why the other person is saying that. On the other hand, feed-forward, which has a clear goal and expresses it in specific words, requires actions that anyone can understand. Set achievable goals and help others move toward them. If you clearly articulate what to do, the other person is not afraid to act on their own.

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