By Joanie Connell
Giving feedback is a critical component of leadership. To develop your followers, you need to let them know how they can improve. Feedback should be specific and timely and, most importantly, constructive. Here are two models for delivering feedback that I use. They have both proven to be very effective.
Behavior-Impact-Behavior (BIB) Model:
I find the Behavior-Impact-Behavior (BIB) model to be the most effective. However, it is pretty direct and some situations may call for a softer approach. That’s when the Sandwich model is a good choice. You can also sandwich the BIB model inside positive feedback to use a combined BIB-Sandwich approach.
Behavior-Impact-Behavior Model (BIB)
|When you don’t respond to an email message quickly,
|Impact of Behavior
|I assume you don’t care and I lose trust in you.
|If you reply, even to say you’ll get back to me later,
|Impact of New Behavior
|I trust that you will respond when you are able.
The BIB model is effective because it lets the person understand how their behavior is being received by others. Often, people don’t realize how their behavior is received. They may assume that people receive their actions exactly the way they intend them to or be clueless in how their nonverbal cues contradict their verbal ones. For example, when someone says “I’m listening” as they are reading emails on their phone, the other person may feel brushed off. If the person says, “I feel like I’m not important when you read emails while I am talking to you,” it alerts the person to the impact of their behavior. If you give the person an alternative behavior with a positive impact, it helps redirect them to a pleasing result. For example, you could say, “when you put down your phone and make eye contact with me, it makes me feel like you really care about what I am saying.”
I use the Sandwich model a lot, especially when giving feedback to Millennials. Younger people, in general, may be more sensitive to feedback because they don’t have years of experience to fall back on. Millennials, as a generation, are more sensitive to negative feedback because they have been brought up in an era where there is an emphasis on raising self-esteem. Thus, they are more accustomed to positive feedback than direct, honest feedback. Sandwiching is reassuring to them yet gives them the opportunity to receive constructive criticism.
Sandwich Model: Positive-Negative-Positive
|I appreciate how much effort you have put into this project. Your energy and commitment are impressive.
|I am concerned that you aren’t as focused as you need to be. I’d like to work with you to help you focus your efforts in a single direction so that your efforts will have greater impact.
|For example, you came up with an excellent solution to the marketing problem. Let’s work on getting the Marketing Department on board with it.
The Sandwich model not only makes the feedback easier to take, it makes it easier to give too. If you are uncomfortable giving people negative feedback, the Sandwich model is for you. You can both start and end on a positive note. I recommend that you write out your feedback (at least in bullet points) before you give it as you start out. That way, you have a plan and you know where you need to go with it. Having a positive point to end on helps you get through the middle part.
Another way to help feedback go more smoothly is to frame it ahead of time so the recipient knows that something is coming their way. You can say “I need to talk to you about something” or “I need to give you some feedback on the project you’re working on” or “let’s have a one-on-one to discuss your progress on the project” or something like that. These phrases tend to alert the person that something is up. You can also add “you’re doing a good job, but I need to give you some feedback (or direction) to help you move forward.” This is adding the positive to the framing to let the person know they’re not getting fired or anything. It’s just a little feedback.