How can you use the Oreo Cookie model to deliver constructive feedback to executives?

This method of feedback has also earned the name 'the ?? sandwich'. Consider this - a team member who only hears the positives because the constructive element gets lost amongst the 'fluff' - a team member who discounts the positive and sees it only as packaging for the tough stuff - the team member with low self awareness and low confidence who is left confused by the unclear messaging , unsure how they are really doing... "Clear is kind" as Brenè Brown said, and there are much clearer methods and models for ensuring feedback is balanced, motivational and empowering

Aunque el marco teórico del modelo "oreo" es funcional para darle forma a una sesión de retroalimentación, al adoptarlo sin adaptarlo conlleva el riesgo de seguirlo como receta de cocina, haciendo predecible que como líder sigues el mismo modelo siempre. Hay ocasiones en que es preferible ser directo y concreto aunque eso implique no dar una retroalimentación positiva o negativa siempre.

Helpful feedback is timely, behavioural, clear and most importantly entirely aimed at helping someone learn and grow. Which means that no feedback (including the kind that might be harder for the other person to hear) needs to be hidden away between two bisquits. We're all adults. No sugar coating required when we give feedback in a respectful and constructive manner. Whether

I do NOT like this “method” or technique at all. Most see directly through it. It’s NOT genuine. People that need to use the “crap” sandwich technique need to use it because there isn’t trust in the relationship. If you develop trust in the relationship, you can provide candor. Without it, you might feel inclined to give the crap sandwich.

The Oreo Cookie model (or the sandwich model) is an ineffective model for feedback. It will train the receiver that every time they receive a positive statement and feedback, there will be a negative one to follow. The cookie model also mask the real issue. It is better to be able to build trusting relationship, provide honest feedback as a way of feed forward (I care about you and I am giving you the gift of honesty)...

The model is flawed. It implies that real feedback is corrective and that positive feedback is not proper feedback, but only given to make the receiver feel better. When you mix positive and negative feedback people tend to remember the negative. So it’s better to focus on either one or the other. The most powerful feedback is well placed positive feedback called shaping. But this requires a high level of insight and skill on the side of the provider. But even when providing corrective feedback, always remember that the only reason for offering feedback is to support and help the receiver to develop and succeed.

No. It does not work. It's disingenuous, formulaic and outdated. My guess is it never worked and it has haunted feedback ever since. Now people just wait for the 'but'. Please remove this model from your repertoire.

While it is amazing to sandwich ?? your critique between praises, it is important to understand that it is about not being clear & honest while you give your feedback. According to me setting a context about what you are going to talk about, how it's going to benefit the person receiving the feedback & the possibilities you see if the feedback is implemented creates a lot of trust and ownership in the person who is receiving the feedback. It's also about the acceptance and owning up the feedback by the receiver and in this context the credibility of the feedback given as someone who is authentic, caring and knowledgeable makes a huge difference.

Hmmm I'm not a big fan of this model, also know as the ?? sandwich. As human beings we tune out the "negative" in a conversation and focus on the positive. This means any constructive feedback given is lost in between the two positive messages. I prefer giving candid feedback directly.

Frankly, we can give what ever name to the feedback, in the end remember feedback is a gift. Given with permission Intent is for growth For the person and not about the person and Targeted for the success of the person.

As an executive coach I always emphasize the evocation of awareness rather than providing feedback because I believe this is the best way to empower my client to take ownership of their development. This often leads to a greater sense of responsibility and commitment to change. And, by evoking awareness I allow my clients to explore their thoughts, feelings, and behaviors in a way that feels authentic to them. I feel that insights gained through self-discovery tend to have a longer-lasting impact, as my clients are more likely to internalize and act upon information that they have arrived at independently!

Any feedback model, whether to a subordinate or peer or to a family member, the most important thing is to help the person receiving the feedback . The feedback is not given to prove her/him wrong or feel small. The feedback is to encourage, energize and come back from their temporary set back.

Again the Orea Cookie or sandwich model is an outdated model. As an Executive coach, I don't use it. Providing feedback should be part of a coaching relationship that is build on trust. In that context, When I have feedback for an executive, It is important to be clear and concise with specific examples and focusing on one key areas of improvement at a time. Additionally, feedback should be honest, timely and relevant to the client's current goals and challenges.

Applying the Oreo Cookie model in executive coaching involves a delicate balance. Start with positive recognition, highlighting an executive's successes and contributions. This acknowledgment respects their position and sets a constructive tone. The middle layer should be direct, focused, and relevant. Offer specific, actionable feedback, targeting one or two key improvement areas linked to their current challenges or leadership goals. Avoid generalizations and frame feedback in the context of their role's impact. Conclude with supportive, forward-looking encouragement. Reinforce their potential for growth, offering guidance for an action plan.

The answer is: DO NOT APPLY IT. Unless, you want: - to lose your team’s trust - that any praise you give creates fear of the upcoming negative feedback This is childish behavior and people see through it.

The Oreo Cookie feedback model, known for its tactful approach of beginning and concluding with positive feedback, provides a notable benefit to the person giving it. This technique allows the feedback provider to initiate and conclude the discussion on a positive and less confrontational note, enhancing their comfort in delivering constructive comments. However, it's crucial to remember that feedback's primary purpose is to benefit the recipient. While the Oreo Cookie model can make the process smoother for the giver, it inadvertently trains the receiver to overlook positive feedback and associate all feedback as consistently negative.

When you deliver feedback with the Oreo Cookie model, you’re running the risk of throwing away two pieces of positive reinforcement that should be used at a different time to reinforce behaviors you want to see continue. The part of the conversation that will likely resonate long term is the constructive feedback. Instead I recommend providing fact based constructive feedback, with a strong impact statement of how the behavior you’re addressing impacts you, them, the company, or your clients. Follow up with a clear picture of how they can make a positive change moving forward. Hopefully the executive on your team is self aware and is willing to take constructive feedback without sugar coating.

Yikes! I know many of us were taught this 20 years ago, but there are real negative consequences to using this model. Not only does the employee sense your fear around delivering that constructive piece, but you also invite confusion around your messaging. What is the priority here? What do you want the employee to take away from the conversation? There's a danger in them taking away the wrong piece of your message. So, instead, keep it short, sweet, and to the point. Keep it either positive or constructive.

Another risk to consider is that the Oreo Cookie model can become a vehicle for ruinous empathy, by hiding the critical, essential feedback for improvement in between layers of superficial niceness. It's important that the "cookie" part of the feedback also has substance, setting the context for the feedback on the inset, and clarifying the mutual expectations of outcome on the outset.

One obvious benefit of this model is that it helps keep the feedback receiver’s mind open for the whole feedback process. This is because the first positive statement acknowledges the receiver’s strengths and efforts and creates a sense of trust and rapport. The second positive statement reinforces the receiver’s potential and expectations, and provides encouragement and support. These positive statements make the receiver more receptive and willing to accept the corrective feedback, which is presented as a way to help them improve and grow. On the other hand, if the feedback giver starts with the negative or constructive feedback, the receiver may close their mind and ears to the feedback or stay in their defensive mode.

Oreo cookie model for feedback??? In coaching no less!?! My goodness. This “model” is as useful as Oreo cookies are healthy.

The key challenges is it doesn’t work and makes you lose your teams trust and respect. People are not stupid and will see through it. Be more authentic. If you have hard feedback to give do it, but don’t make it lose its value by sugarcoating it. And don’t make your positive feedback lose its value because it’s followed or preceded by hard feedback. There are methods to provide hard feedback that work and maintain the trust you worked so hard to build. Forget this one

I have never had success using this method and do not recommend it for most situations. Authenticity and honesty are more important. In my experience, everyone usually has one primary area of growth that they need to focus on and grow. While I coach and give feedback on other areas consistently, I believe it is most beneficial to provide feedback on their primary opportunity as much as possible. If they can grow and improve in this one area it will have major repercussions in many other areas of their lives. If someone struggles with planning and organizing but through your consistent coaching, they create new habits and behaviors linked to an improved process, then it elevates many other areas in their life both at work and at home.

People can sometimes see the ‘cookie’ coming. They are not active listening as they are awaiting the constructive content. This type of model has been around for decades and people are savvy to it. I much prefer the SBI model

To effectively use the Oreo Cookie model in executive coaching, it's crucial to focus on sincerity and relevance. Begin with authentic positive feedback that explicitly acknowledges the executive's achievements. Then, provide honest, constructive suggestions directly relevant to their current challenges and roles. This feedback should be thoughtful and meaningful, not just formulaic. Conclude with genuine encouragement, reinforcing their potential and supporting future growth. It's important to tailor this approach to the individual's needs, avoiding a one-size-fits-all method. Complement the Oreo model to ensure a comprehensive and practical coaching experience.

I don't give feedback, so I don't use the Oreo Cookie method. A leader should always be in coaching mode, even when "giving feedback". Always ask the person what they did (or didn't do) in a specific situation and ask what the results were. Next ask them what alternate action they could take in future in a similar situation and what the alternate results could be. In this way, you empower them, instead of giving constructive feedback, which is really just spoon feeding them. No empowerment there.

the oreo cookie model is often not conducive, supportive, or accessible for all staff. for example, as a neurodivergent team member, i struggle for clarity when people sugarcoat, are indirect, or over-explain their information. in all contexts. so, when i’m receiving feedback, i need it to be clear. the oreo method lack clarity for many. in addition to the racially-related trauma that some folx have experienced with the term oreo itself…i’d be weary of using the method, OR the language, if inclusion is important.

Do not use the oreo cookie model, far to many times the constructive feedback is lost in the positivity. If you want to use a model use something like the SBI model Situation: Describe the situation with specifics. Behavior: Describe the behavior observed; do not try to guess at motives or causes of the behavior. Impact: Describe the impact the observed behavior had. Regardless of if you use a model or not remember feedback is supposed to a gift to help someone grow which is why the way you frame and phrase your feedback is extremely important and should be timely. Taking the time to know how your team like to recieve feedback is key as that is different for everyone

Whether you call it Oreo cookie or not, the idea is to have the right mix between honesty, empathy and curiosity. Be direct in the message that needs to be conveyed, be kind and grateful to acknowledge the person's strengths and achievements. And be curious to learn about this person's perspective

@linkedin To Editors or @linkedin Can I suggest you remove this Conversation starter completely. It legitimises a formula that has no evidence or proof points. It is arguably manipulative and doesn't help individuals build real, human skills in the workplace.