Sometimes, bad advice won’t die. Take the case of the Sandwich Technique of giving feedback. It is an ineffective method that has traveled around the world. Seemingly every leader knows it. We can summarize the Sandwich Method like this: When giving feedback, leaders start by saying something positive. Then, they give the receiver the real
I used the sandwich message to respond to student assignments back when I was an English professor. It could be quite challenging at times to find anything both positive and of substance to say. Eventually I abandoned the sandwich and would end my comments with encouragement, which fits with what you suggest.
Later, when I had employees, I never consciously used the sandwich, and I wish I never used it with students.
I think the balanced approach you use is practical too. Probably why justice is a cardinal virtue;). In my line of work we focus on efficiency and consistency. If someone on our team can't bring it, we try to help them. If they can't show up or are a cancer, then that's another conversation. I will try to be respectful, but blunt. Either way.
I understand that like most things in life, it depends on the situation.
Great sentiment... but how many blunt comments can you consecutively make before people start to tense up in expectation of another one? Even people who agree to be honest with each other will need a balanced relationship that doesn't feel like it's constantly corrective.
I try to be kind yet firm. Yes, supporting the people is paramount. This includes not disrespecting them with crude and/or thoughtless remarks.That said, if they can't do the work or choose not to adhere to executive orders, they must move on. We should of course find out the why. Unfortunately, in frontline work time is a luxury we often do not have (especially in this day and age).
Transparency is certainly paramount.
In a tough labor market, some people need to be made aware of how fortunate they are. If not, then step aside for someone else who is hungry.
I so disagree. Use Tom Hopkins Champions Cred and be totally honest. Ask questions to get the person to OWN the behavior and corrective actions. THE CHAMPIONS CREED
I am not judged by the number of times I fail, but by the number of times I succeed. And the number of times I succeed is in direct proportion to the number of times I can fail and keep trying.
Simple, really. Get people to agree to the Champions Creed. Once they accept it they are positioned for receiving honest feedback. Reminding them before coaching of the Creed permits one to ask progressively targeted questions until the person being coached to acknowledge the weakness being coached and agree to potential solutions. When they say it, they own it. When you say it, it is words.
I used the sandwich message to respond to student assignments back when I was an English professor. It could be quite challenging at times to find anything both positive and of substance to say. Eventually I abandoned the sandwich and would end my comments with encouragement, which fits with what you suggest.
Later, when I had employees, I never consciously used the sandwich, and I wish I never used it with students.
Good morning,
I like the Radical Candor approach (Scott, 2017).
I think the balanced approach you use is practical too. Probably why justice is a cardinal virtue;). In my line of work we focus on efficiency and consistency. If someone on our team can't bring it, we try to help them. If they can't show up or are a cancer, then that's another conversation. I will try to be respectful, but blunt. Either way.
I understand that like most things in life, it depends on the situation.
Thanks again.
I appreciate your time.
Great sentiment... but how many blunt comments can you consecutively make before people start to tense up in expectation of another one? Even people who agree to be honest with each other will need a balanced relationship that doesn't feel like it's constantly corrective.
Good morning Steve,
I try to be kind yet firm. Yes, supporting the people is paramount. This includes not disrespecting them with crude and/or thoughtless remarks.That said, if they can't do the work or choose not to adhere to executive orders, they must move on. We should of course find out the why. Unfortunately, in frontline work time is a luxury we often do not have (especially in this day and age).
Transparency is certainly paramount.
In a tough labor market, some people need to be made aware of how fortunate they are. If not, then step aside for someone else who is hungry.
Thanks for your time.
-Joe
Nothing better than a great “Open faced sandwich topped with a great condiment”!
Have an awesome weekend ya’ll!!
Patrick, I think you just proved that all sandwich-based metaphors fall short of describing quality feedback behaviors. :)
We took 15 minutes to unpack this in a follow up conversation- https://twitter.com/i/spaces/1RDxllvXBEmxL
I so disagree. Use Tom Hopkins Champions Cred and be totally honest. Ask questions to get the person to OWN the behavior and corrective actions. THE CHAMPIONS CREED
I am not judged by the number of times I fail, but by the number of times I succeed. And the number of times I succeed is in direct proportion to the number of times I can fail and keep trying.
Hi Bradley!
Can you say more?
How does the Champions Creed connect to the recommendation of not using the sandwich technique any longer?
Simple, really. Get people to agree to the Champions Creed. Once they accept it they are positioned for receiving honest feedback. Reminding them before coaching of the Creed permits one to ask progressively targeted questions until the person being coached to acknowledge the weakness being coached and agree to potential solutions. When they say it, they own it. When you say it, it is words.
Do you think that would work with everyone?
Even strangers?
It works with anyone who wants to do better. It helps breakdown resistance to tough love.
Wondering for clarification... does the creed like or dislike the regular use of the sandwich technique?
;-)