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We Have Some Feedback About Feedforward 5 | 23

Brandi Neal Nov 1, 2023 12:01:24 AM

We Have Some Feedback About Feedforward 5 | 23

Table of Contents

On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss the trend of prioritizing future-focused feedforward over backward-looking feedback. Feedback vs. feedforward — both of these words are well-intentioned euphemisms that tend toward either Ruinous Empathy or Manipulative Insincerity. Kim has strong opinions on the words "feedforward" and "feedback." Tune in to find out why one word makes Kim want to put her hands over her ears and the other makes her want to throw up in her mouth.

Listen to the episode:

Radical Candor Podcast Episode At a Glance: We Have Some Feedback About Feedforward

feedback vs. feedforward

 

There’s been a lot of chatter lately about feedback vs. feedforward. Words matter. We don’t love the word feedback, but because it’s commonly used to show people what to do more of and what to do less of, we use it often.

Does “bad feedback” mean criticism, or does it mean criticism that is badly delivered?

Does “good feedback” mean praise, or praise that is well delivered, or criticism that is well delivered?

Who the hell knows??! Because it’s unknowable. Sloppy language.

The term feedforward is even more problematic because it pretends that we don’t have to understand past mistakes to avoid them in the future. It pretends that we can avoid necessary but uncomfortable conversations.

Radical Candor Podcast Checklist: We Have Some Feedback About Feedforward

Nervous Laughter

  1. Create a psychologically safe environment where feedback conversations are less likely to trigger existential dread. It doesn’t matter what you call it, if you’re not being kind, clear, specific and sincere, calling it the nicest conversation in the world won’t take the sting out of it.
  2. What works for one person doesn’t work for every person. You need to get to know the people on your team well enough to know how to give guidance to each of them in a way they’ll be able to best hear it.
  3. Use the CORE model to show people what to do less of and what to do more of and to ensure you’re not giving feedback about someone’s personality.

Radical Candor Podcast Resources: We Have Some Feedback About Feedforward

 

 

@wallstreetjournal Feedback too often leaves workers feeling defeated, but a new term—“feedforward”—encourages improvement and development, its proponents say. The canceling of feedback has its share of skeptics. It comes as younger generations—who can prefer a more positive, nurturing environment—are accounting for a larger share of the workforce, and companies increasingly focus on performance and efficiency following a pause on reviews during the pandemic. #feedback #performancereview #feedforward #jobs #work #careers #wsj #thewallstreetjournal #wallstreetjournal #CapCut ♬ Busy office (large enterprise building)(104530) - Killy

 

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Episodes are written and produced by Brandi Neal with script editing by Amy Sandler. The show features Radical Candor co-founders Kim Scott and Jason Rosoff and is hosted by Amy Sandler. Nick Carissimi is our audio engineer.

The Radical Candor Podcast theme music was composed by Cliff Goldmacher. Order his book: The Reason For The Rhymes: Mastering the Seven Essential Skills of Innovation by Learning to Write Songs.

 

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Key Questions Covered

What is the difference between feedback and feedforward?

Feedback refers to guidance about past behavior — what someone did well or poorly. Feedforward is a newer term that focuses exclusively on future improvement, deliberately avoiding discussion of past mistakes. The Radical Candor team argues that while feedforward is well-intentioned, it's problematic because you can't reliably avoid future mistakes without understanding past ones. Both terms are euphemisms that can drift toward Ruinous Empathy or Manipulative Insincerity if they're used to sidestep honest, necessary conversations.

Why does Radical Candor take issue with the word 'feedforward'?

The core problem with feedforward is that it pretends you can skip uncomfortable conversations about past mistakes and still help someone improve. It creates a false sense that only future-focused talk is constructive. Kim Scott and the Radical Candor team argue this is a form of avoidance — a well-meaning but ultimately unhelpful way to dodge the clarity people need to actually grow. Renaming a conversation doesn't make it kinder or more effective; being kind, clear, specific, and sincere does.

Why is the word 'feedback' also problematic according to Radical Candor?

The word 'feedback' is sloppy language. It's ambiguous — 'bad feedback' could mean harsh criticism or poorly delivered criticism, and 'good feedback' could mean praise, well-delivered praise, or well-delivered criticism. Nobody actually knows without more context. Despite this, the Radical Candor team still uses the word because it's widely understood to mean showing people what to do more of and what to do less of — but they acknowledge it's far from a perfect term.

What is the CORE model and how does it help with giving feedback?

The CORE model is a Radical Candor framework for delivering guidance in a way that's specific and focused on behavior rather than personality. It helps ensure that when you're showing someone what to do more or less of, you're not inadvertently attacking who they are as a person. Using CORE keeps conversations concrete and actionable, which makes them easier to hear and act on — regardless of whether you call them 'feedback' or 'feedforward.'

How can managers make feedback conversations less intimidating for their team?

According to the Radical Candor framework, the key is creating a psychologically safe environment where feedback doesn't trigger existential dread. A few practical steps: get to know each team member well enough to understand how they best receive guidance — what works for one person won't work for everyone. Focus on being kind, clear, specific, and sincere. No matter what you call the conversation, the delivery and the relationship behind it matter far more than the label you put on it.

Is the trend toward feedforward driven by younger workers?

According to a Wall Street Journal article referenced in the episode, the feedforward trend is partly driven by younger generations entering the workforce who tend to prefer more positive, nurturing environments. It also gained momentum as companies paused performance reviews during the pandemic and then looked for new frameworks when reviews resumed. The Radical Candor team is skeptical of this shift, arguing that avoiding honest conversations about past mistakes — however kindly rebranded — ultimately fails employees and organizations alike.

Keep going.

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