We all understand the term ‘FeedBACK‘, some may have heard about ‘FeedFORWARD‘. But fewer would probably know about ‘FeedNOW‘. I believe, however, that grasping these concepts and clarifying the differences between them is essential for a person to be a truly effective leader. And an essential part of being an effective leader is the capability to regularly review how each individual in your organization performs, help them understand what areas need to improve, and how their performance can be enhanced.
But before we get to these concepts, we need some build-up. Let’s begin with time capsules…
Time Capsules and Feedback
What is a Time Capsule?
If you’re not already familiar with it, a time capsule is basically the physical version of Facebook memories. The term usually refers to a container where a group of people stores any number of objects with sentimental value (e.g., letters, photos) from the present and buries them—only to reveal them after a significant period of time has passed.
Have you ever created a time capsule with your friends?
If yes, do you remember the excitement you felt when you opened the box again? As memories resurfaced, you and your friends probably laughed and felt emotional as you recalled a gushing stream of happenings and relationships.
Who were the best friends, who had rivalries, and what were our fondest memories? It probably felt as if you traveled back ten years, but in reality, you are in the future, in the now.
The way we express feedback to someone is similar to the concept of a time capsule, showing them the good or bad and offering valuable information that can help them NOW, at this moment.
What you’ve buried in the time capsule is FeedBACK. They’re all things that happened in the past.
FeedNOW is similar to the experience of digging up the time capsule to discover valuable information that might impact you at this moment.
FeedFORWARD symbolizes what went through your head after you’ve interacted with pieces of your past self through the time capsule and the decisions you’ll make to improve and give yourself a boost in the future.
Let’s compare to help you evaluate which is the most effective practice for our work culture and the corporate world.
FeedBACK
The general meaning of feedback is to give a performance audit and put it into words. It includes questions like:
Are you doing your job right?
How are you doing it wrong?
What are your weaknesses?
Feedback helps you understand whether your performance is meeting company expectations.
What’s the problem with how FeedBACK is usually conducted?
In workplaces, FeedBACK commonly points out the negative aspects of someone’s performance. Often, it involves digging out what they didn’t do well in the past and laying it on the table.
“This idea hasn’t really changed.”
“You made a mistake.”
“Your work was mediocre.”
It doesn’t necessarily offer a solution and often states what the person already knows.
Offering backward-looking FeedBACK can be ineffective because when we are told about something negative from the past that we can no longer control, our brains likely produce a stress-induced hormone called cortisol that makes us feel defensive, shuts down our rational decision-making, and can leave us feeling hopeless.
Besides, rating previous behavior does not look towards future goals: what can be done from now on. However, there are more effective ways to better the workplace.
FeedNOW
FeedNOW is an alternative communication technique that can help you offer observations from the past while simultaneously providing real-time feedback on the present moment to help others grow.
The process of FeedNOW is to share your observations now, in a timely and fresh manner. It can help your workmate understand where they might be underperforming while being guided towards improving at the moment.
The result?
Your workmate will appreciate that you’re pointing out the error, educating them if necessary, and giving them time to correct it. Of course, FeedNOW can also create both positive or negative reactions. And that depends on how you relay the information.
How do I properly communicate FeedNOW?
Share your opinion with the person privately because that’d show how genuine your intentions are. It shows you have their best interest at heart.
By respectfully sitting alone with them, you will make them feel valued and avoid any emotional trauma that might be caused by embarrassment—especially if you are a manager. Your respect towards employees and the way you word your opinion matter.
This way, relaying your information will allow your workmates to feel comfortable around you and develop a growth mindset.
Respect • Empathy • Growth
FeedFORWARD Time Capsule
A newer and more effective communication method is FeedFORWARD. FeedFORWARD was created by Marshall Goldsmith, who emphasizes, “We can change the future; we can’t change the past.” Goldsmith ran an experiment on two groups of managers, addressing one with FeedBACK and the other with FeedFORWARD.
What were the results?
The group receiving FeedFORWARD communication reported that FeedFORWARD was not only helpful, but it was also fun. According to the group, “FeedFORWARD did not seem like feedback, but more of a solution to perform better.”
But What is FeedFORWARD?
FeedFORWARD is a method of providing teammates with valuable insights by helping them create a positive environment based on learning and productivity. It is the process of replacing negative feedback with goal-oriented methods to achieve the desired outcome.
For example—instead of scolding an employee who struggles to reach the quota for a month’s sales—encourage them, offer suggestions that could help them perform better, and share your opinions on how they can get there.
By giving them specific pointers, they’ll be more likely to learn, feel more open-minded, and set goals with a positive mentality.
With FeedFORWARD, you will create a dynamic organization of people to improve for the future, rather than reminding team members of stagnant mistakes from the past.
Whether you’re a coworker or a manager, respectful communication is essential in creating a positive, progressive, and inspiring environment. Let’s create a work culture that sees, listens to, and motivates all employees equally.
As you dig up the time capsule of work performance, would you focus on the FeedBACK, FeedNOW, FeedFORWARD, or a mixture of each?
About Our Guest Writer
The author of this article, Rasha AlAjouz, is a chartered linguist and the author of the recently published work Standing Tall Without Heels. She describes herself as someone who loves working with words and passionate about anything related to developing humans. With 20 years of experience in the entrepreneurial world, she writes what she hopes would promote smart practices and intentional living that challenges the notion of the “hustle”.
In 2020, she received the TIAW World of Difference Award under the corporate category. She’s also a Certified Assessor/Practitioner of the EQ-i 2.0 and EQ 360 Assessments, and a Certified Practitioner of the Global Leadership Assessment (GLA360). Her CliftonStrengths Top 5 Talents are Empathy, Relator, Strategic, Developer, and Responsibility.
You can learn more about her by heading to her website here: www.rashaalajouz.com, or find her Twitter and LinkedIn at @rashaalajouz.
