Gathering Feedback and Feedforward: A Blueprint for Better, Humble Leadership
For many people, the word "feedback" brings up feelings of discomfort. It often feels like judgment or criticism, something we tend to resist both giving and receiving. However, feedback, when approached with the right mindset, is one of the most powerful tools for personal and professional growth. The strongest leaders aren't afraid of feedback—in fact, they actively seek it. They understand that growth requires reflection, learning, and an openness to improvement.
So, what makes feedback such an essential part of leadership? And how can we move beyond the discomfort to truly embrace it? Let’s dive into how feedback, and its forward-looking cousin “feedforward,” can transform the way we lead and grow.
Why Feedback Matters
At its core, feedback is about looking back—reflecting on past actions, behaviors, and decisions. It provides an opportunity to learn from mistakes, adjust course, and refine our approach. The most effective leaders consistently ask for feedback because they know that no matter how much success they’ve achieved, there is always room for improvement.
Proactively seeking feedback sends a powerful message. It shows that you’re open to learning, willing to improve, and not afraid to acknowledge your shortcomings. It requires humility, but it also builds confidence because it shows you're committed to becoming a better leader.
Leaders who regularly ask for feedback develop what could be called a "feedback muscle." Just like any skill, the more you practice it, the easier it becomes. Over time, feedback becomes less about judgment and more about growth. Leaders who embrace feedback as part of their routine are always learning, adjusting, and getting better at what they do.
As one of my favorite CEO clients once said, “Why do we look back? To learn. Because to win, we must outlearn the competition.” That’s exactly what feedback allows us to do: reflect on the past so we can improve in the future.
Moving from Feedback to Feedforward
While feedback helps us learn from the past, there's another tool that focuses on the future: feedforward. Feedforward shifts the conversation from what happened to what can happen next. Instead of dwelling on past mistakes or shortcomings, it’s about identifying concrete actions you can take to improve moving forward.
So, what does asking for feedforward look like in practice? It’s simple. Here’s an example: “Hi, Barbara. I want to become a better listener. What concrete ideas and suggestions do you have for me to improve my listening skills?”
By asking for specific suggestions, you’re inviting actionable advice that can be implemented right away. The focus is on behaviors that can be changed and improved in the future, not on what went wrong in the past.
Let’s stick with the example of becoming a better listener. Useful feedforward might include:
Don’t interrupt during conversations.
Put your phone away during meetings to eliminate distractions.
Maintain eye contact when someone is speaking.
Be aware of your body language.
Paraphrase what you heard to show you’re engaged.
These are practical steps you can start applying immediately to enhance your listening skills. And unlike feedback, which can sometimes feel like a critique, feedforward is more about collaboration. It encourages a forward-thinking mindset where the focus is on how to improve rather than what went wrong.
Making Feedforward Work for You
Once you’ve gathered feedforward from your colleagues or stakeholders, it’s important to take a focused approach. Compiling a long list of suggestions might seem overwhelming, so it’s crucial to identify one to three key areas you want to work on. This focus will help you stay committed to making real progress on specific goals.
For example, if you're working on becoming a better listener, you might decide to focus on the following three actions:
Put your phone away during meetings to show full engagement.
Paraphrase what you heard to ensure clarity and understanding.
Avoid interrupting when someone is speaking.
By narrowing down your focus, you’re more likely to make meaningful improvements in those areas. Trying to tackle too many things at once can lead to frustration or burnout, so it’s better to hone in on a few critical behaviors that will make the biggest impact.
Feedforward provides a clear, actionable blueprint for improvement. It’s not just about identifying what you need to work on; it’s about putting those insights into practice. By focusing on the future and what can be done differently, feedforward helps you continuously grow and improve as a leader.
The Power of Asking for Advice
One often overlooked benefit of asking for feedforward is the positive impact it has on your relationships with colleagues and stakeholders. People love being asked for advice. When you ask someone for their input, it shows that you value their opinion and expertise. It’s a subtle but powerful way to build rapport and strengthen your connections with others.
By asking for feedforward, you’re not only improving your leadership skills—you’re also fostering a culture of collaboration. You’re inviting others to be part of your journey toward growth, and that creates a sense of shared ownership in the process. When people feel that their input is valued, they’re more likely to support your development and contribute to your success.
Additionally, when you regularly ask for feedforward, you’re modeling a learning mindset for your team. You’re showing them that no one is above improvement, and that leadership isn’t about having all the answers—it’s about being open to change and growth. This can have a ripple effect, encouraging others to adopt a similar approach to their own development.
Embracing the Power of Feedback and Feedforward
Leadership is an ongoing journey of learning and growth, and both feedback and feedforward play critical roles in that process. Feedback allows us to reflect on the past, understand what worked and what didn’t, and make adjustments. Feedforward, on the other hand, gives us the tools and guidance to improve moving forward.
By embracing both feedback and feedforward, leaders can create a balanced approach to personal and professional growth. It’s not just about looking back and analyzing past performance—it’s about continuously seeking ways to improve and evolve.
The strongest leaders are those who aren’t afraid to ask for help, seek input, and take action on the advice they receive. They understand that leadership isn’t about perfection—it’s about progress. And the key to progress is a willingness to learn, grow, and adapt.
So, the next time you’re thinking about how you can improve as a leader, don’t just ask for feedback—ask for feedforward. Invite your colleagues and stakeholders to be part of your journey, and take their suggestions to heart. By doing so, you’ll not only become a better leader, but you’ll also create a culture of learning and collaboration that benefits everyone around you.