Most feedback looks backwards — it analyses what’s gone wrong, what needs correcting, or what could have been better.

Feedforward flips that perspective: instead of replaying the past, it asks, “What can I do differently next time to create a better result?”

NLP Feedforward integrates this future focus with NLP principles of sensory acuity, flexibility, and behavioural calibration. It helps you refine your mindset and actions in real time while staying motivated and open to growth.

What is NLP Feed-Forward
What is NLP Feed-Forward

From Feedback to Feedforward — A Shift in Thinking

Traditional feedback can trigger defensiveness. Even when given with good intent, it often focuses on judgment.

Feedforward removes blame and replaces it with curiosity.
It shifts attention from who caused the problem to what can improve performance.

In NLP terms, it transforms “meta-commentary” into constructive modelling — identifying what worked, what could work better, and how to try again differently.

This approach is both psychologically safer and more effective.

Marshall Goldsmith’s Feedforward Method

Marshall Goldsmith introduced Feedforward as a simple yet transformative process:

  1. Ask for suggestions for future behaviour — not evaluation of the past.
  2. Listen without judgment or justification.
  3. Choose ideas that resonate, preferably with coach or mentor, to reduce any internal biases or cognitive dissonance.
  4. Apply them with commitment and gratitude, you’re learning what works.

It’s about learning forward — taking ownership of your growth and inviting others to contribute without criticism.

In practice, many of your coaching clients find this method especially useful when improving:

  • Stakeholder communication
  • Leadership presence
  • Emotional regulation under pressure
  • Decision-making and influence

NLP Feedforward in Practice

Feedforward fits naturally into NLP’s TOTE (Test-Operate-Test-Exit) model of learning.
You test an idea, observe the result, and then immediately apply new strategies.
It’s not about being perfect — it’s about getting better, faster.

In 1:1 coaching, Feedforward can look like:

  • Running behavioural experiments between sessions.
  • Reviewing outcomes through sensory-based descriptions (“What did you see/hear/feel when it worked?”).
  • Setting micro-goals that strengthen successful patterns.

It keeps your focus future-oriented and your mindset creative.

A Client Exercise

This is a taster exercise for clients to get experience of the process:

Remember the sequence:

  • Pick a behaviour you would like to change
  • Describe the behaviour in simple language “I want to get better at “X”.
  • Choose 3-5 people. Say to each one separately, something like: “You’re someone whose opinion I respect. Can I ask for your opinion about something I want to improve – it won’t take more the 10-12 minutes? Assuming they say yes, ask ” I want to get better at X, if you were me, and wanted to get better at X what are the top two things you would focus on?
  • Write whatever they say down – exactly as they say it, say “thank you” – (not for the content, but for taking the trouble to respond,) only ask clarification questions. Then ask “If I want to explore this more, can I come back to you?” And if you’re OK saying so, say “I really appreciate this, please ask, now or in the future if I can help you i anyway.
  • Do not judge the quality of what they’ve said
  • Collect feedforward from the other prticipants
  • Discuss all the ideas with your coach, and decide, what if anything, to act on
  • Thank all those who have partipated.

Why is this so powerfull with complex behaviours?

  • We’re asking for prioritised positive ideas, not critism
  • We getting high quality information AND building relationships – no unasked for criticism on our part
  • Discussing useful suggestions with a seperate coach/colleague significantly reduces our own biases, cognitive black spots etic. – We all have them. The coach doesn’t have to say anything! We notice our own nonsense when someone genuinely listens to us explaining ourselves.

Basic process is: Ask, Listen (do not judge – destroys listening), Thank, Think and Reflect, Act, After Action Review, Give Feedback (If Appropriate)

Using Feedforward for Self-Coaching

Feedforward isn’t limited to working with others — you can use it yourself.

Try this simple process:

  1. Reflect briefly on what happened — without judgment.
  2. Ask, “What’s the next most useful thing I could do?”
  3. Visualise doing it well.
  4. Take immediate, small action.

This keeps you in motion, builds momentum, and avoids getting stuck in self-criticism.

When Feedback and Feedforward Work Together

Feedforward doesn’t replace feedback — it completes it.
Feedback gives you data; feedforward turns it into direction.

The NLP approach is to blend both:

  • Feedback: What are the current patterns?
  • Feedforward: What do I want to create next?

Together, they form a learning loop that’s forward-moving and energising — perfect for leaders, coaches, and anyone committed to continuous growth.

Skills and Capabilities we learn from using Feed-Forward (From Marshall AI),

In Marshall’s feedforward system, the key skills and capabilities you develop revolve around listening, thinking through improvements, and fostering positive change. Here’s a deeper look into these skills:

  1. Listening Without Judgment: One of the fundamental skills in feedforward is the ability to listen attentively without judging or critiquing the suggestions you receive. This means suspending any preconceived notions and focusing entirely on understanding the ideas being shared. By doing so, you open yourself up to new perspectives and insights that can lead to meaningful improvements.
  2. Thanking and Appreciating Input: Another crucial aspect is expressing gratitude for the suggestions you receive. Saying “thank you” without evaluating the ideas as good or bad creates a positive environment where people feel encouraged to share their thoughts. This appreciation fosters a culture of openness and collaboration.
  3. Focusing on Future Improvements: Feedforward emphasises looking ahead rather than dwelling on past mistakes. This forward-thinking approach encourages you to identify specific behaviours you want to change and seek ideas for how to improve them. By concentrating on future possibilities, you empower yourself to make proactive changes that can lead to personal and professional growth.
  4. Encouraging Constructive Dialogue: The process of feedforward involves engaging in conversations that are constructive and solution-oriented. By asking open-ended questions and actively seeking input, you create a dialogue that is focused on finding ways to improve and achieve your goals.
  5. Accountability Without Judgment: Feedforward provides a framework for accountability free of judgment. You commit to making changes based on the suggestions you receive, but do so in a supportive, non-critical way. This accountability helps you stay on track with your improvement efforts while maintaining a positive mindset.

Overall, the feedforward system is designed to help you become a better listener, appreciate the value of others’ input, and focus on making positive changes for the future. These skills are essential for effective leadership and personal development. (The skills above are only a subset of how we benefit.)

Another Example (Adapt for your environment).

“My focus is on ….(Your vision – just enough to engage)…….”

What I can do for you

“I’ll provide clarity on priorities, decisions, and keep up todate with progress.”

What I need from you

“Clear feedback on how I’m doing, and any let me have ideas for consideration, on what we can do to improve what we’re doing”

The Question

“From your perspective, if you were me, what are the top three areas you would focus on during the first 60–90 days to ensure we’re moving in the right direction?”

Michael Addition – Top level, what’s really important to you?

Why this example matters (again, for you):  Same structure. Completely different containment. Listening without handing over authority.

Contextual Links

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FAQs Q&As

Q: What is NLP Feedforward?
A: It’s a forward-looking development process that combines NLP feedback principles with Marshall Goldsmith’s Feedforward model — focusing on future improvement, not past blame.

Q: How is Feedforward different from feedback?
A: Feedback reviews the past; Feedforward creates the future. It shifts your mindset from judgment to learning.

Q: Can I use Feedforward in self-coaching?
A: Yes. Simply ask yourself, “What’s the next most useful thing I could do?” — and act on it.

Q: Why is Feedforward effective for leaders and coaches?
A: It builds accountability, engagement, and openness — helping people grow faster without defensiveness.