Imagine receiving feedback so damaging that it drives you to consider leaving your job or, even worse, stop believing in yourself altogether. Research shows that organizations with harsh feedback cultures experience higher turnover rates and a decline in employee engagement. In fact, according to a study by Leadership IQ, 46% of newly hired employees will fail within 18 months, and lack of proper feedback is a leading cause.
Imagine being the leader who frames feedback not as a critique but as a pathway to growth. That’s the power of Feedforward.
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Master the Art of Feedforward: Elevate Your Leadership Communication Skills
When was the last time you received feedback that truly transformed you? A moment where someone saw your potential, shared an insight, and you changed instantly. That’s the power of what we call a quantum leap—a rapid, positive change sparked by the right words at the right time.
However, most feedback doesn't feel like this. Often, feedback can sting, causing confusion, anxiety, or even resentment. Why? Because it’s delivered without care, or it conflicts with previous advice, leaving the recipient paralyzed rather than empowered.
Why Traditional Feedback Fails
Traditional feedback often focuses on what went wrong. This backward-looking approach can lead to feelings of embarrassment, anxiety, and overwhelm. When your direct reports feel this way, they freeze, taking fewer risks and contributing less. It’s a vicious cycle that doesn’t foster growth or trust.
In contrast, Feedforward offers a revolutionary approach to leadership communication skills by focusing on the future and framing advice positively. Instead of dwelling on past failures, Feedforward is about what’s possible. It’s about inspiring your team to reach new heights by building on their strengths and guiding them toward even greater success.
How to Implement Feedforward
1. Start with Positivity: Begin by acknowledging what the person is doing well. This builds trust and opens them up to new ideas.
2. Focus on the Future: Frame your feedback around what they can do moving forward, not what they did wrong in the past. For example, instead of saying, “Don’t interrupt in meetings,” try, “Next time, try pausing before you respond to give the client space to express their thoughts.”
3. Be Specific and Actionable: Offer concrete suggestions for improvement, but do so as options rather than commands. This encourages ownership and motivation.
4. Express Belief in Their Potential: Make it clear that you see great things in their future. Statements like, “I know you can excel at this,” or “You’re on the path to becoming a leader in this area,” can have a profound impact.
5. Limit the Suggestions: Don’t overwhelm your team with a laundry list of things to improve. Focus on one or two key areas at a time to keep it manageable and actionable.
The Impact of Feedforward
When you use Feedforward, you’re not just giving feedback—you’re building leaders. You’re creating a culture where your team feels safe, valued, and motivated to improve. Over time, this approach will foster loyalty, drive, and high performance, transforming your leadership communication skills and elevating your entire team.
Don’t wait until performance reviews to start this process. Feedforward should be a regular part of your interactions with your team. When done right, it removes the fear associated with feedback and replaces it with excitement and anticipation for growth.
Start using Feedforward today, and watch your leadership and your team flourish.
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