"Feedback is the Breakfast of Champions!" Have you heard this phrase before? This phrase was coined by leadership & management expert, Ken Blanchard. And it does make a lot of sense.
As an employee or a business owner, as a team player or a team leader, everyone needs to improve to move forward. One of the fastest ways to improve and be the Champions in your field - whether on your skills set, management or communication styles - is to seek constant feedback; and act on it accordingly.
Through feedback from others, we can look into our 'blind-spots' which are usually overlooked. These blind-spots could make a difference in our lives. For example, if you are having an upcoming presentation at your next department meeting, seek someone's help to offer their feedback and advice on how to improve on your presentations. With that feedback, you would bring a different perspective in your presentation that could help you get promoted!
Similarly, when working in a team, there is a need to constantly exchange feedback within the team members to improve the team's outcome and deliverables. One of the common questions I always receive is "What if the Leader is the one who needs to improve so he/she can lead the team better?"
According to Michael Podolinksky, Singapore's Productivity Guru, whom I had the opportunity to work with some years ago, shared that, as a team-player, it is equally important for a staff to offer feedback to the boss.
I call it a 'disservice' to ourselves and to the team if we do not offer our feedback to the leader to improve, much for the benefits of the team. A lot of people will find it difficult to convey this message to the team leader, but afterall the team leader is still a human.
When you are planning to offer your feedback to your team leader, it is best if you could offer it privately, away from other colleagues. Make an appointment with your leader and have the session over coffee. Make the meeting informal.
When offering the feedback, one method is to use the "Hamburger Method".
There are 3 Steps to it this method:
1st Step: The Top Loaf
- Extract and share positive outcomes that your leader had exuded that had helped the team in one way or another.
2nd Step: The Meat
- This is where you go straight to the areas for improvement. Share 2 or 3 things that you feel your bosses are not doing right. Offer your suggestions to improve.
3rd Step: The Bottom Loaf
- End the sharing with another positive outcome that you know about your leader.
If he/she is a good leader, he/she would listen and improve. However, whether or not your leader will take in and respond, it is up to him/ her. But you have done your part as a team player. You will be respected for offering your honest opinions for the sake of the team.
When I was working in the corporate organisation previously, I was fortunate that my bosses constantly asked for feedback to improve on their working and management styles. I used this 'Hamburger' method when I shared my feedback. It worked for me.
How about you? Does this method work for you?
Here's to your continued success!
Author of "The Stage Fright Antidote!" + 2 other books
Founder, The Speaking Factory Pte Ltd
~ Hazriq Idrus is a Business Creativity and Speaking Strategist. He founded The Speaking Factory Pte Ltd with a mission to empower operational and middle-management leaders in achieving professional and organisational excellence through his signature high-energy, transformational theatre-based & experiential corporate training programmes.
How many of us, when we are asked to give an opinion on certain matters, and after giving that opinion, we'll get a "cold" response in return?
Depending on the personality of the other party, that method of giving opinion might be a bit too direct and not be suitable.
Try using the hamburger (some call it, sandwich) method instead.
How does it work? First comment on the positive side of things ("the hamburger bread"), then address on the areas for improvements ("the meat of the hamburger"), then close with a positive note ("the bread /bottom part of the hamburger").
This exact same method is what I use in my workshops during peer feedback segments and is suitable for any personality styles; and it brings a positive and camaradarie among participants.
By doing this, we acknowledge the strengths of the other party and bring on the positive sides of things (Hey! Everyone has his/her own strengths!, so commend it when its due!), yet address the areas of concerns, and still manage expectations with positivity. This method could also minimise any strain relationship that might occur due to the directness of our comments.
I would want to hear your views if u have tried this!
Founder, The Speaking Factory Pte Ltd
Author, The Stage Fright Antidote
From the Editor
The Speaking Factory is founded by Hazriq Idrus, Asia's Trusted Applied Creativity and Public Speaking Strategist. He is the author of The Stage Fright Antidote and co-authored four other books. His mission is to help people and teams innovate & communicate with impact by tapping on their inner creativity.
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