Feed Forward Exercise Insights

The video introduces the concept of 'feed forward' as an alternative to traditional feedback, emphasizing future-oriented suggestions over past critiques. It outlines a practical exercise for implementing feed forward, highlighting its benefits such as positivity and non-defensiveness. The video also discusses the integration of Buddhist principles, like acceptance, into coaching practices to enhance personal and professional growth.

What is the main reason employees hesitate to give feedback about the past?

• They find it unimportant.

• It is too time-consuming.

• It is often embarrassing and awkward.

• They are not allowed to give feedback.

What should leaders focus on instead of past feedback?

• Employee satisfaction scores.

• Past achievements.

• Current performance metrics.

• Future improvements and ideas.

In the 'feed forward' exercise, what is the first role participants take on?

• To learn as much as possible.

• To evaluate performance.

• To critique others.

• To give feedback about the past.

What is a key rule in the 'feed forward' exercise?

• Focus on personal achievements.

• Avoid judging or critiquing ideas.

• Critique ideas openly.

• Provide feedback about past mistakes.

What is a common reaction to the 'feed forward' exercise?

• It is regarded as boring.

• It is seen as negative.

• It is considered unhelpful.

• It is viewed as positive and useful.

Why do participants find the 'feed forward' exercise beneficial?

• It emphasizes future possibilities and learning.

• It allows for defensiveness and arguing.

• It focuses on unchangeable past events.

• It requires mandatory implementation of ideas.

What is a significant influence on the 'feed forward' approach?

• Western management theories.

• Buddhist principles.

• Ancient Greek philosophy.

• Modern technological advancements.

What is a common waste of time according to the speaker?

• Engaging in productive activities.

• Learning from others.

• Planning for the future.

• Discussing how smart we are.

What percentage of communication is often spent on unproductive discussions?

• 80%

• 50%

• 65%

• 30%

What should individuals do if they cannot change a situation?

• Try to change it repeatedly.

• Make peace with it and move on.

• Ignore it completely.

• Complain about it.