Performance Management: Give Feedforward Not Feedback

Cindy Allen-Stuckey wonders “Why don’t you get excited when someone tells you that they’re going to give your feedback?” Because, many times, it focuses on the past and what you did wrong. Imagine having a conversation that focuses on your future performance and on your career – the Feedforward coaching process does this. Learn 4 keys to performance management using Feedforward.
For more information visit Cindy’s website at Making Performance Matter.

Meet Cindy Allen-Stuckey

Cindy Allen-StuckeyHave you ever been in an organization and heard the leaders say, “our employees don’t get it”? Maybe you’ve also heard employees say, “management just doesn’t get it”. Cindy Allen-Stuckey, CEO of Making Performance Matter, helps everyone in an organization “get it” by connecting employee performance to business results. Cindy uses each business’ initiatives and goals to develop customized and innovative solutions, so that every employee’s time is spent on relevant tasks that drive the business.

Cindy is passionate about enabling organizations and individuals to reach their fullest potential. With advanced degrees in both education and management and certification using ASTD’s Human Performance Improvement Process, Cindy has a history of proven results at three global organizations. She also has developed and facilitated a range of classes from GED classes through college courses. Cindy is most excited when she’s collaborating with other to solve problems in performance management, organizational development, and training/development.

Watch other episodes by Cindy Allen-Stuckey of Making Performance Matter: Connecting Employee Performance to Business Results.

6 Comments
  1. You’ve got it, Cindy. Too often performance management is about beating you up about what you didn’t do in the past vs. how can you take your performance to a higher level.

  2. Gosh, so true, Cindy! I love the idea that performance management is really about taking it to the next level. Feedforward – awesome concept!!

  3. Cindy,
    I love feedback maybe because I think of it as Feedforward…I want and look forward to comments so that I can be better. I love a way of doing that that others can more easily receive

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