Feed forward in management theory is an application of the cybernetic concept of feedforward first articulated by I.
It refers to the practice of giving a control impact in a downlink to a subordinate to a person or an organization from which you are expecting an output.
However, a feed forward is generally imposed before any willful change in output may occur.
[2] Asking for feedforward requires to set up the participant into a state of open reflection and learning.
The feedforward has to be the opposite as feedback, which deals with a past event but rather to give an advice for the future.