A Guide for using Feedforward, Radical Candor and Nonviolent Communication
This guide will explore three advanced feedback techniques: Feedforward, Radical Candor, and Nonviolent Communication (NVC). Each technique offers unique methods for giving and receiving feedback while fostering trust, growth, and collaboration in teams. To help you understand and apply these techniques, we will provide detailed explanations, real-life examples, research insights, and references for further learning.
1. Feedforward
Feedforward, developed by management consultant Marshall Goldsmith, is a feedback technique focused on future-oriented suggestions rather than past mistakes. The idea is to shift from focusing on what went wrong to how individuals can improve moving forward.
Principles of Feedforward
- Focus on the Future: Unlike traditional feedback, which reflects on past performance, feedforward is solution-focused, emphasising future improvements.
- Positive Language: Feedforward involves constructive suggestions, avoiding criticism of past actions.
- Actionable: It provides clear and practical suggestions that the receiver can implement.
Why Feedforward is Effective
Research shows that focusing on the future creates a less defensive response from feedback recipients, as it doesn’t dwell on mistakes. A study published in the Academy of Management Journal (Kluger & DeNisi, 1996) suggests that feedback focused on past failures can demotivate employees, whereas forward-looking suggestions enhance performance and engagement.
How to Use Feedforward
- Identify the Area for Improvement: Recognise the skill or behaviour that needs improvement, but don’t dwell on past shortcomings.
- Offer Specific Suggestions: Frame your advice in actionable, forward-looking terms.
- Encourage Participation: Ask the individual what they think they could do to improve, making it a two-way conversation.
Practical Example of Feedforward
Imagine a project manager, Sarah, whose team missed several deadlines due to poor communication. In a traditional feedback approach, the manager might say:
- “Your team missed multiple deadlines last quarter because you didn’t communicate effectively.”
In a Feedforward approach, the manager could say:
- “In the future, what steps do you think you could take to ensure that the team communicates regularly to avoid missed deadlines? One suggestion I have is to schedule weekly update meetings to keep everyone on track. What do you think of this approach?”
By focusing on future actions instead of past failures, Sarah feels supported and empowered to improve.
Research Insights
According to Marshall Goldsmith, Feedforward has been shown to increase openness to change, as the emphasis is on improvement rather than judgment. Organisations that have implemented feedforward report higher employee morale and faster development of skills.
2. Radical Candor
Radical Candor, developed by Kim Scott, is a feedback method based on two core dimensions: Care Personally and Challenge Directly. It encourages leaders to provide direct, honest feedback while demonstrating genuine concern for the individual.
Principles of Radical Candor
- Care Personally: Establishing a foundation of trust and care for the individual as a whole person, not just an employee.
- Challenge Directly: Offering honest, direct feedback, even when it’s uncomfortable, to help the individual grow.
Why Radical Candor is Effective
Radical Candor encourages transparency and accountability while building trust. A study by Google’s Project Oxygen revealed that high-performing managers provided candid feedback and genuinely cared for their team members, fostering an environment where employees felt safe to make mistakes and learn.
How to Use Radical Candor
- Build a Relationship First: Make sure your team knows that you care about them personally and want them to succeed.
- Be Direct, but Compassionate: Don’t shy away from difficult feedback, but ensure it’s delivered with empathy.
- Encourage Open Dialogue: Radical Candor is not a one-way communication method. Invite team members to share their thoughts and feelings about the feedback.
Practical Example of Radical Candor
Let’s say a junior team member, James, has consistently been unprepared for team meetings, which is affecting the team’s progress. In a Radical Candor approach, the feedback might go like this:
- Care Personally: “James, I really value the energy you bring to the team. You’ve got a lot of great ideas, and I want to help you succeed here.”
- Challenge Directly: “I’ve noticed that you’ve been coming to meetings unprepared, which is slowing down our progress. I know you’re capable of contributing more, so let’s figure out how you can better prepare moving forward.”
By showing care and being direct, the manager helps James understand the impact of his actions while also supporting his development.
Research Insights
According to Kim Scott, Radical Candor strengthens relationships because people appreciate the honesty and effort it takes to provide constructive feedback in a caring way. Scott notes that when leaders challenge their team directly while showing personal care, employee trust, engagement, and performance improve significantly.
3. Nonviolent Communication (NVC)
Nonviolent Communication (NVC), developed by psychologist Marshall Rosenberg, is a feedback method that focuses on compassionate communication. It encourages people to express their needs and feelings openly while respecting the other person’s perspective.
Principles of NVC
- Observation: Describe the behaviour or action without judgment or evaluation.
- Feelings: Express your feelings about the behavior.
- Needs: Identify the unmet needs or desires behind those feelings.
- Request: Make a clear, actionable request that meets both parties’ needs.
Why Nonviolent Communication is Effective
NVC fosters empathy and understanding in feedback conversations, reducing defensiveness and increasing cooperation. A study in The Journal of Communication (2007) found that NVC led to better conflict resolution and higher-quality feedback exchanges, particularly in emotionally charged situations.
How to Use Nonviolent Communication
- Start with Observation: Focus on specific behaviours without labelling them as good or bad.
- Express Your Feelings: Share how the behaviour affects you emotionally.
- Clarify Your Needs: Identify what you need from the situation without placing blame.
- Make a Request: Suggest actionable changes that the other person can implement.
Practical Example of NVC
Let’s say you are leading a meeting, and one of your team members, Karen, frequently interrupts others, making it hard for others to contribute. In an NVC approach, you could say:
- Observation: “Karen, I’ve noticed that during our meetings, you’ve interrupted others a few times.”
- Feelings: “When this happens, I feel frustrated because it makes it difficult for others to share their ideas.”
- Needs: “I value everyone having an opportunity to contribute and for the team to feel heard.”
- Request: “Could you help by waiting until others have finished speaking before jumping in with your thoughts?”
This approach avoids judgment, focuses on clear communication, and invites Karen to contribute positively to the team’s dynamic.
Research Insights
Research in conflict resolution, such as that published by the Center for Nonviolent Communication, suggests that NVC reduces workplace tensions and helps build stronger interpersonal relationships. It also promotes mutual respect and collaboration, creating a more harmonious team environment.
Comparison of Techniques
| Technique | Focus | Strengths | Challenges |
|---|---|---|---|
| Feedforward | Future-focused, solution-oriented | Non-judgmental, energizing, actionable | May be seen as too forward-looking, ignoring past learnings |
| Radical Candor | Directness and care | Builds trust through honesty, balances challenge and support | Can be uncomfortable for both parties if not done carefully |
| Nonviolent Communication | Compassionate and empathetic feedback | Promotes understanding and cooperation, reduces defensiveness | May take longer to master and apply in fast-paced environments |
Further Reading and Resources
- Feedforward:
- What Got You Here Won’t Get You There by Marshall Goldsmith
- Article: “Why Feedforward Works” (Harvard Business Review)
- Radical Candor:
- Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity by Kim Scott
- Course: “Radical Candor Masterclass” by Kim Scott
- Nonviolent Communication (NVC):
- Nonviolent Communication: A Language of Life by Marshall Rosenberg
- Course: “Introduction to Nonviolent Communication” (Coursera)
Conclusion
Understanding and applying advanced feedback techniques such as Feedforward, Radical Candor, and Nonviolent Communication can transform how you interact with your team and colleagues. Each approach offers unique strengths in delivering feedback that fosters growth, trust, and collaboration. By incorporating these techniques into your leadership practice, you can create a more constructive and empowering environment for everyone.
