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Erich Wimberly | April 10, 2026
The feedforward process has been great. I’ve really appreciated the chance to see other people’s work. My strategy for looking at people’s portfolios was to look for as many positive things as I could find and to identify one thing that could be improved. It’s certainly humbling to share my own portfolio for feedback from people who have done an amazing job.
It’s not easy to welcome feedback, but I can see that if you create a culture where everyone participates, it can make it a little easier. I think an important part of giving feedback is to share something positive, even when there is negative feedback (Durham, n.d.). Also, feedback is something that the growth mindset welcomes (Dweck, 2006). As I seek to intentionally move from a fixed mindset to a growth mindset, it’s important for me to welcome feedback even if it’s uncomfortable and not what I want to hear. In the short term the feedback will help me make adjustments and and be more successful, but in the longterm it helps reinforce a habit of operating in a growth mindset.
References
References
Durham, T. (n.d.). Feed up, feed forward, and feedback: Effective leadership skills for supervisors [PDF]. NAADAC. https://www.naadac.org/assets/2416/tom_durham_-*feed_up_feed_forward_and_feedback_effective_leadership_skills_for_supervisor.pdf[^webpage://?url=https%3A%2F%[2Fwww.naadac.org](http://2Fwww.naadac.org)%2Fassets%2F2416%2Ftom_durham*-_feed_up_feed_forward_and_feedback_effective_leadership_skills_for_supervisor.pdf]
Dweck, C. S. (2016). Mindset: The new psychology of success (Updated ed.). Random House.
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