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Feedback and feedforward

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Concrete activities

Feedforward

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What?

A solution-focused method for communicating wishes for future collaborations without being critical of things that have happened and cannot be changed.

Why?

In an organisation, there may be a need to align expectations up-front.

 

There may be a need to be forward-looking, to help the collaboration.

 

There is a need to learn what you can work with to make the collaboration better. You can learn from your experience and use it in a forward-looking way.

How?

Before we start a new task with another group, we discuss our experiences and wishes internally.

 

We then arrange a meeting where we talk about what we hope they will continue to do and give them ideas on what we might need for another time.

 

We evaluate together: what worked and what didn't?

 

It's always good to remember to base these conversations on as much data as possible.

 

It is also good to keep your focus on the ball and keep an eye on your emotions.

Who?

The activity can be performed by everyone in a group (at all organizational levels).

 

We can think of involving other stakeholders in the meetings where feedforward is given.

Give feedback

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What?

An activity where one group gives feedback to another group about important positive or negative experiences. The activity has its strength in its structured feedback, which is based on experience rather than evaluation.

Why?

When there is a need to tell others how we have experienced working with them.

How?

Agree in your own group to give feedback to another group about a concrete experience you have had with them. Structure the feedback based on your own experience so that you reproduce the story in a way so that it is clear that it is a reproduction of your perspective: What was the situation? What did you experience? What did that mean for your group?

Who?

The activity can be performed by everyone in a group (at all organizational levels).

Seek feedback

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What?

An activity in which a group consciously seeks feedback from another about their experiences working with them. In addition to getting the feedback, the group also sends a signal of willingness and openness to develop the collaboration.

Why?

Because there is a need to be curious about how others experience oneself.

 

The approach can be used to learn more and to develop our teams. You can also use it to loosen up a culture of kindness.

 

It can also be about opening a door and generally contributing to a stronger feedback culture.

How?

We turn to another group with whom we collaborate and ask for feedback on the collaboration. We structure the feedback we want: Experiences, examples, meanings, wishes for the future. We are focused on giving and receiving feedback on something specific.

 

We are preparing

We consider form and content

We consider the desired dividend

We identify the relevant target groups to seek feedback from.

We choose the right 'media' to give/take the feedback in.

We can also use the activity by, for example, pressure testing our presentations on each other.

Who?

The activity can be performed by everyone in a group (at all organizational levels).

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