Coaching practices for Feedforward Future Focused Feedback That Actually Changes Behavior During Conflict
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Feedforward Future Focused Feedback That Actually Changes Behavior During Conflict, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- The second someone suggests something, I’m already arguing back in my head
- I sit down to coach someone through what happened and they’re already braced, because they know I’ve made up my mind about how they did
- Every time my partner and I try to swap ideas it slides into scoring points
- Whenever I ask how I’m doing, the answer comes back as a verdict on what I already screwed up, and I spend the whole conversation defending myself instead of actually learning anything I could use next time.
- I tell someone what went wrong but never say what I actually want instead, so they walk away knowing they messed up with no idea what "right" looks like
Practices that may help
- Feedforward: Future-Focused Feedback That Actually Changes Behavior
Feedforward, developed by executive coach Marshall Goldsmith, replaces backward-looking critique with forward-looking suggestions — asking "what ideas do you have for the future?" rather than "what did I do wrong?" The core claim is that people are more receptive to ideas about what they could do than to judgments about what they did. Evidence is primarily clinical and practitioner-based rather than from controlled trials. - Receive every suggestion with only "thank you"
Accept all feedforward without debate, justification, or even agreement — just acknowledge and note.
Feedforward: Future-Focused Feedback That Actually Changes Behavior - Replace performance review conversations with feedforward conversations
In coaching conversations, ask "what could you do differently?" instead of "what went wrong?"
Feedforward: Future-Focused Feedback That Actually Changes Behavior - Establish a no-argument rule in feedforward exchanges
In structured feedforward exchanges, neither party evaluates or debates the suggestions — only listens and notes.
Feedforward: Future-Focused Feedback That Actually Changes Behavior - Ask for ideas about the future, not assessments of the past
Replace "how did I do?" with "what ideas do you have for how I could do better?"
Feedforward: Future-Focused Feedback That Actually Changes Behavior - Add a forward-looking request to SBI
Pair the impact statement with a specific, doable request for next time.
The SBI Feedback Model, Made Practical - Give feedforward as specific, actionable ideas — not generic encouragement
When giving feedforward, offer two concrete behavioral ideas, not praise or abstract advice.
Feedforward: Future-Focused Feedback That Actually Changes Behavior - Make feedback specific and behavioral, not evaluative
Describe what you observed, not what it says about the person.
The Feedback Sandwich: Why It Doesn’t Work and What to Do Instead - Choose the right moment and setting for feedback
Feedback lands in proportion to how safe and ready the receiver feels — timing and privacy matter.
The SBI Feedback Model, Made Practical - Use feedforward to align team members on goals before projects begin
At the start of a project, invite feedforward on how to succeed — before any performance to critique.
Feedforward: Future-Focused Feedback That Actually Changes Behavior
Related concerns
- Feedforward Future Focused Feedback That Actually Changes Behavior With Friends
Feedforward, developed by executive coach Marshall Goldsmith, replaces backward-looking critique with forward-looking suggestions — asking "what ideas do you have for the future?" rather than "what did I do wrong?" The core claim is that people are more receptive to ideas about what they could do than to judgments about what they did. Evidence is primarily clinical and practitioner-based rather than from controlled trials.
- Feedforward Future Focused Feedback That Actually Changes Behavior With My Partner
Feedforward, developed by executive coach Marshall Goldsmith, replaces backward-looking critique with forward-looking suggestions — asking "what ideas do you have for the future?" rather than "what did I do wrong?" The core claim is that people are more receptive to ideas about what they could do than to judgments about what they did. Evidence is primarily clinical and practitioner-based rather than from controlled trials.
- Feedforward Future Focused Feedback That Actually Changes Behavior At Work
Feedforward, developed by executive coach Marshall Goldsmith, replaces backward-looking critique with forward-looking suggestions — asking "what ideas do you have for the future?" rather than "what did I do wrong?" The core claim is that people are more receptive to ideas about what they could do than to judgments about what they did. Evidence is primarily clinical and practitioner-based rather than from controlled trials.
- Feedforward Future Focused Feedback That Actually Changes Behavior During A Big Change
Feedforward, developed by executive coach Marshall Goldsmith, replaces backward-looking critique with forward-looking suggestions — asking "what ideas do you have for the future?" rather than "what did I do wrong?" The core claim is that people are more receptive to ideas about what they could do than to judgments about what they did. Evidence is primarily clinical and practitioner-based rather than from controlled trials.
- Feedforward Future Focused Feedback That Actually Changes Behavior With My Team
Feedforward, developed by executive coach Marshall Goldsmith, replaces backward-looking critique with forward-looking suggestions — asking "what ideas do you have for the future?" rather than "what did I do wrong?" The core claim is that people are more receptive to ideas about what they could do than to judgments about what they did. Evidence is primarily clinical and practitioner-based rather than from controlled trials.
- Forward Looking Feedback
Feedforward, developed by executive coach Marshall Goldsmith, replaces backward-looking critique with forward-looking suggestions — asking "what ideas do you have for the future?" rather than "what did I do wrong?" The core claim is that people are more receptive to ideas about what they could do than to judgments about what they did. Evidence is primarily clinical and practitioner-based rather than from controlled trials.
Describe your situation in your own words to search the complete practice library.