The development conversation: the modern cycle for growth and development
Does your organization’s performance review often feel like a mandatory formality, mainly focused on evaluation and salary? Many organizations find that these traditional conversations no longer align with employees’ needs for growth and ownership. In the modern cycle, the feedforward development conversation takes center stage. This approach empowers employees to take charge of their development, with managers acting as coaches and supporters.
An open and action-oriented dialogue is crucial. It requires both managers and employees to build trust, communicate openly, and take responsibility. By working together toward shared goals and supporting one another, a culture is created where everyone feels safe to speak up and develop further.
On this page, you’ll discover how the development conversation fosters a culture of continuous growth and how your organization can implement this successfully. We share insights from our research into High Performance Organizations and demonstrate how feedforward can lead to effective conversations that drive growth and results without triggering defensiveness.
“Muriel explains so well that it’s not just about the individual, but about the individual in the context of the whole. How do you contribute to the organization? That’s why you’re here and not at the neighbors’.”
Erika Starreveld, HR Development Manager – HumanTotalCare
What is a development conversation, and how does it fit into a modern cycle?
A development conversation is an open, forward-looking dialogue between a manager and an employee. The focus is on growth, development, and maximizing strengths. Instead of looking at past performance and evaluations, the conversation centers on the employee’s personal and professional growth.
In a modern cycle, the development conversation is a key element. This cycle is based on a continuous process of open communication and collaboration. Instead of one-off formal discussions, it involves an ongoing, action-oriented dialogue where both the employee and manager actively contribute. Employees take charge of their development, while managers support them as coaches and discussion partners.
During a successful development conversation, employees are encouraged to bring in their own goals, results, and development plans, taking responsibility for their growth. Managers provide a framework, guide team goals, and create space for the employee’s perspective. This mutual involvement builds trust within the organization and enhances collaboration and performance.
Feedforward as part of the development conversation
Feedforward is a key component of the development conversation. Instead of focusing on what went wrong in the past, feedforward emphasizes leveraging strengths and improving what is already working, with a view toward future outcomes. This positive and constructive approach ensures that employees remain open to growth and do not become defensive. It creates a safe environment where learning and development take center stage.
By integrating development conversations and feedforward into the modern cycle, the focus shifts from performance evaluations to achieving personal and team goals together. This fosters a culture of continuous development. Employees feel engaged and motivated to bring out the best in themselves.
“Right now, there’s too much emphasis on what’s not going well. That could definitely improve in the future. I personally find feedforward an ideal method to continually improve collaboration with team members.”
Janneke Hermes – CFO and Executive Board Member, NV Nederlandse Gasunie
From performance review to feedforward development conversation
Many organizations find that traditional performance reviews no longer meet current needs. These conversations are often formal, time-consuming, and focused on the past, which can diminish motivation. Employees often see these discussions as an obligation, with a focus on salary increases rather than personal growth.
By transitioning to the feedforward development conversation, the focus shifts to growth and leveraging strengths. This approach ensures employees feel valued and fosters a culture of continuous learning and development. By emphasizing strengths and future-oriented goals, a positive work environment is created where employees are more engaged and motivated to contribute to team and organizational goals.
A well-implemented cycle with development conversations leads to higher employee engagement, better teamwork, continuous learning and development on both personal and professional levels, and improved organizational performance and results.
We support organizations in transitioning to a development-oriented feedback culture. Through our feedforward methodology, we encourage managers and employees to work together in a safe, open setting. This creates an ongoing dialogue about growth and results without causing employees to feel defensive.
“You’re really having a continuous conversation about your development in relation to the organization’s goals.”
Erika Starreveld, HR Development Manager – HumanTotalCare
Our custom programs for development conversations and the modern cycle
We are happy to support your organization with tailor-made programs designed to meet your unique needs. Our programs help managers and HR professionals implement a modern cycle while giving employees the tools to take an active role in their own development.
What makes us unique?
Organizations choose us for our years of experience and deep expertise in leadership and conversation techniques. Under the guidance of Muriel Schrikkema, an expert in feedforward, we offer practical and immediately applicable solutions for organizations looking to transition to a modern cycle and effective development conversations.
Our approach includes
- More than 25 years of experience across the profit, non-profit, and public sectors.
- Tailor-made programs aligned with your organization’s unique challenges and goals.
- Immediately applicable insights and methods for quick results.
- A scientifically grounded approach, including the feedforward analysis™.
- Practical support during implementation, such as peer review sessions, for sustainable change.
“Muriel’s approach, which focuses strongly on positive and constructive feedback, aligns perfectly with our ambitions to create a safe, development-oriented environment.”
Robert Wouterse, HRD Advisor Learning & Development – ROC Nijmegen
More information
Would you like to transition from traditional performance reviews to a renewed feedback cycle? Contact me to learn how our custom programs for managers and employees can contribute to a development-oriented culture within your organization.