Feed Forward

In Short

Replace backward-looking feedback with future-focused suggestions
Best for: Marshall Goldsmith's feedforward technique
Feed Forward is a structured tool for coaching and facilitation. Replace backward-looking feedback with future-focused suggestions. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: Marshall Goldsmith's feedforward technique
Expected outcomes:
- Improved ability to replace backward-looking feedback with future-focused suggestions
- A concrete action or development plan to take forward from the Feed Forward process

In Detail

Feed Forward is a professional development resource designed to help coaches, leaders, and facilitators replace backward-looking feedback with future-focused suggestions. It sits within the category of Marshall Goldsmith's feedforward technique, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, Feed Forward is delivered as a 6-step process. The process begins by group sits in a circle (4-10 people). The session closes by rotate to the next person. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

Feed Forward is most valuable when practitioners need a reliable, repeatable approach that can be adapted to different contexts without losing its core structure. It bridges the gap between conceptual understanding and practical application, making it a durable addition to any coaching or facilitation toolkit.

How to Use

From KCEN Feed Forward Process PDF. 1. Group sits in a circle (4-10 people). 2. One person presents their challenge in 3-4 minutes: background, implications for business, solutions already explored. 3. They turn their chair to face outward with pen and paper ready. 4. The group discusses the challenge as if the person is not there -- using curiosity rather than advice: 'I wonder if they've thought of...' not 'They should...' -- asking more questions than making suggestions. 5. After 10-30 minutes, the presenter turns back and shares what landed as most useful. 6. Rotate to the next person.

Pros and Cons

Pros	Cons
Directly addresses the challenge of replace backward-looking feedback with future-focused suggestions through a structured, repeatable approach Adaptable to different seniority levels, team sizes, and organisational contexts Generates actionable insight that participants can apply immediately in their work	Effectiveness varies based on the facilitator's skill level and familiarity with the tool Requires adequate time for both the exercise and a meaningful debrief to realise full value May not be appropriate for all cultural contexts without adaptation

Created by Marshall Goldsmith

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching	✓
Leadership Development
Facilitation / Workshop
Online / Virtual

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