A feed-forward system can be illustrated by comparing it with a normal feedback system. Take the cruise control in a car for example. When in use, the cruise control enables the car to maintain a steady road speed. When an uphill stretch is encountered, the car slows down below the set speed; this speed error causes the engine throttle to be opened further, bringing the car back to its original speed

A feed-forward system on the other hand would in some way 'predict' the slowing down of the car. For example it would measure the slope of the road and, upon encountering a hill, would open up the throttle by a certain amount, anticipating the extra load. The car does not have to slow down at all for the correction to come into play.

Clearly, other factors than the slope of the hill and the throttle setting will influence the speed of the car: air temperature, pressure, fuel composition, wind speed, etc. Just setting the throttle based on a function of the slope may not result in constant speed being maintained. Since there is no comparison between the output variable, speed, and the input variable, it is not possible to resolve this problem with purely feed-forward control.

Fortunately, the two types of control are not mutually exclusive; the feed-forward system just described could be combined with the feed-back system of conventional cruise control to allow quick response with the feedback system cleaning up for any error in the predetermined adjustment made by the feed-forward system.

Implications for Change Coaching
Effective Change Coaching combines traditional feedback with feed-forward principles. For example, when the feedback relates to a change that the client has already committed themselves to the level of energy and desire to make the change happen its impact is greatly enhanced.

When those around the client can have a vested influence in the client making a change, they can behave in ways that can help to make that change easier. They can offer support, cooperate, make a contribution, change their attitude, etc. This makes the feedback more powerful and self-fulfilling as the client has to put in less effort becaiuse the conditions for change are made more conducive.

Return to top