Give feedforward as specific, actionable ideas — not generic encouragement
When giving feedforward, offer two concrete behavioral ideas, not praise or abstract advice.
Key takeaways
- What it is: When giving feedforward, offer two concrete behavioral ideas, not praise or abstract advice.
- Why it works: Encouragement activates positive affect but provides no behavioral guidance — "you’re doing great" contains no information about what specifically to do more of. Concrete behavioral feedforward gives the recipient something specific to try, which is the necessary condition for behavioral change. Abstract advice requires a second translation step that often never happens.
- Evidence: Backed by observational / correlational evidence.
- Avoid: Giving feedforward that is really thinly veiled criticism — "in the future, you could try not interrupting people so much" — which carries the negative evaluation you were trying to avoid.
Why it works
Encouragement activates positive affect but provides no behavioral guidance — "you’re doing great" contains no information about what specifically to do more of. Concrete behavioral feedforward gives the recipient something specific to try, which is the necessary condition for behavioral change. Abstract advice requires a second translation step that often never happens.
How to do it
- 1Before giving feedforward, ask yourself: "What specific behavior could this person try that I think would help them?"
- 2Frame suggestions as possibilities: "One idea you might consider..." rather than prescriptions.
- 3Offer two ideas maximum per session — more creates decision paralysis.
- 4Focus on behaviors the person actually controls, not personality or character.
What the evidence says
ObservationalSpecificity in goal-setting and feedback is one of the most replicated findings in behavioral science. Specific behavioral guidance outperforms abstract encouragement in producing behavior change across many domains.
Honest caveat: This is the goal-specificity principle applied to feedback; specific feedforward as a named practice has not been independently trialed.
- — Locke & Latham (2002), goal specificity and performance, American Psychologist
Common mistake
Giving feedforward that is really thinly veiled criticism — "in the future, you could try not interrupting people so much" — which carries the negative evaluation you were trying to avoid.
IX Coach gives you specific, behavioral next steps rather than general encouragement — so each session produces a concrete action, not just positive feeling.
Practice this with IX Coach →