Giving and receiving feedback is a vital part of leadership. But not every method earns trust or supports growth. One commonly used technique, the praise-criticism-praise sandwich, may do more harm than good. In this post, we’ll walk through why that approach falls short and focus on what actually helps people grow. Models like SBI, Radical Candor, Start-Stop-Continue, and Feedforward offer clarity when applied intentionally.
Why the Feedback Sandwich Fails
The feedback sandwich feels familiar and polite. Start with praise, insert criticism, and then soften the message again with a final compliment. But most people can see this pattern from a mile away. Once someone hears a compliment at the top of a conversation, they brace for the inevitable drop. And, the praise loses its value because it feels like bait.
This approach also leads to confusion. A person might leave a conversation unsure what matters. Did they do well? Was something wrong? Should they change anything? The lack of clarity impedes meaningful progress.
There’s also the issue of sincerity. Forced praise rarely lands. Most professionals can sense when a compliment is only there to cushion a harder truth. That disingenuous tone turns the conversation from sincere and caring to hollow. When feedback blurs honest reflection with polite filler, it misses the chance to coach someone toward growth.
Good feedback respects the person receiving it. It does not dodge discomfort. It requires trust and tools that support change. Strong leaders don’t bury criticism between two slices of praise. They aim for clarity, even when the message is tough to hear.
How the SBI Framework Encourages Clarity
One model that supports direct and respectful feedback is the SBI framework. The SBI framework focuses on three core elements: situation, behavior, and impact. The person giving feedback names the specific context, describes what they observed, and shares the effect of that action. For example, someone might say, “In yesterday’s team meeting, you interrupted twice during my update. That threw off the flow of the discussion, and we ran over time.” That message removes judgment and focuses on facts. It invites the other person into a conversation that can lead to a better outcome next time.
Asking for the other person’s point of view builds understanding and shows respect. Something as simple as, “What was going on for you in that moment?” signals a desire to solve. SBI works exceptionally well in one-on-one settings when addressing a specific behavior. It also supports both people in gaining a shared understanding of what needs to shift.
Why Radical Candor Builds Trust
Kim Scott’s Radical Candor offers a different but complementary approach. This model pairs directness with genuine care. It’s about speaking the truth while showing the other person that you support them. The goal is to care personally while challenging directly. That balance creates a culture where people know that when they receive feedback, it comes from someone who wants to see them succeed.
Radical Candor avoids two common traps. The first is being so nice that you avoid helpful feedback. That’s Ruinous Empathy. The second is being blunt and cold. That’s Obnoxious Aggression. Radical Candor lives in the space between. It relies on honest communication and a strong relationship.
This approach is constructive in long-term working relationships. A team thrives when people feel safe to speak plainly and know they’re supported. It also builds trust between peers when both people understand that the intention is to support, not undermine, each other.
When to Use Start–Stop–Continue
Another helpful framework is Start-Stop-Continue. This model breaks down feedback into three areas: what someone should begin doing, what should stop, and what is already working that should continue. The structure is simple, but the results are significant. In one sentence, a team lead might say, “Start sending agendas before meetings. Stop booking back-to-back calls. Continue clarifying action items at the end.” Each part is clear, direct, and easy to act on.
Start-Stop-Continue works well in team settings, especially during retrospectives or coaching conversations. It invites reflection and shared responsibility. It encourages balance, too. The goal isn’t just to correct behavior but also to recognize strengths and encourage experimentation.
What Makes Feedforward Work
Marshall Goldsmith’s Feedforward takes a different angle. Instead of reviewing what went wrong, this model focuses entirely on what to do next. Feedback tends to review the past. Feedforward looks ahead. It’s about possibilities, not postmortems.
A person using this approach might say, “Next time you lead a meeting, try opening with a summary slide. That might help the team stay focused.” The message carries no judgment. It suggests a new direction. That tone helps people listen more openly.
Feedforward reduces defensiveness. It keeps conversations focused on action. This method works well when someone is open to ideas and committed to improvement. It’s especially effective in coaching, peer reviews, and moments when the goal is moving from optimal to excellent.
How to Choose the Right Feedback Model
Each of these methods supports different goals. SBI works best when discussing specific behaviors and their impact. Radical Candor builds a foundation for ongoing honest conversations. Start-Stop-Continue helps teams reflect, reset, and improve their habits. Feedforward is most effective when encouraging change without dragging people back into past mistakes.
These are not competing tools. Use them together. Describe an issue using SBI. Share your thoughts with Radical Candor. Brainstorm solutions using Feedforward. Ask the team to use Start-Stop-Continue at the end of a sprint. Each model offers something different. Together, they build a feedback culture grounded in clarity, accountability, and respect.
Feedback that works is intentional. In every model, the key is to avoid hiding the message. Say what matters and do it with care. Feedback should help someone make progress. That requires honesty.
Ditch the sandwich. Use tools that support accountability and trust. Give feedback that leads to change. Expect more from yourself and from your team. That’s how strong leaders grow stronger teams.
Author Bio:
\A leadership coach who helps teams grow through communication, curiosity, and human connection. She brings a thoughtful and practical approach to developing leaders who want to create meaningful impact in their work. Rachel has led companies through critical growth stages, built high-performing teams, and guided executives and emerging leaders. Before joining Humessence, she served as Chief Executive Officer of Virtual Field, Chief Revenue Officer of Bulletin, and Vice President of Growth Operations at business.com. Rachel believes lasting growth for companies begins with the growth of their people.
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