The problem with the Sandwich Feedback Method
If you're a member of Toastmasters International, you've likely learned about the Sandwich Method for delivering feedback.
It follows this structure:
- Start with a positive comment – Acknowledge something well done.
- Introduce the negative feedback – Highlight an area for improvement.
- End with another positive comment – Soften the criticism and leave the person motivated.
But does this really work?
According to Roger Schwarz, an organizational psychologist and leadership consultant, the sandwich method is not as effective as we think. He argues that it’s a "unilaterally controlling strategy"—meaning it focuses on influencing others without being open to their influence in return.
The cost of ignoring new ideas – A lesson from science
Let’s go back in history. In 1972, Dr. John Yudkin, a British psychologist and nutritionist, published "Pure, White and Deadly." In this book, he warned that sugar—not fat—was the biggest threat to human health.
However, the scientific community dismissed his research. Not because of a lack of facts, but due to confirmation bias—the tendency to reject ideas that challenge existing beliefs.
Instead of engaging in healthy disagreement,scientists:
- Stopped inviting Yudkin to conferences
- Pushed him out of the mainstream
- Ignored his warnings
It wasn’t until decades later that his claims were proven correct. Today, best-selling books like "Fat Chance" by Robert Lustig expose the link between sugar and obesity, finally validating Yudkin’s work.
Moral of the story?
Ignoring constructive disagreement slows down progress.
How scientific progress proves the power of disagreement
In 2015, scientists tested Max Planck’s theory:
"A new scientific truth does not triumph by convincing its opponents, but rather because its opponents eventually die and a new generation replaces them."
They studied 12,000 elite scientists and found that after 452 of them passed away, their fields experienced a shift in thinking, proving that new ideas flourish when old mindsets fade.
How to turn disagreements into innovation
To make disagreements productive, Ian Leslie, author of "Conflicted," suggests that we:
- Manage relationships carefully – Disagreements create tension, but trust and respect allow for open discussions.
- Encourage debate – Constructive disagreements lead to new ideas and breakthroughs.
Two simple mindset shifts for better discussions
-
Be Open to Change
- Before a discussion, tell yourself:
- "I am open to being proven wrong."
- "I want to hear different perspectives."
- Before a discussion, tell yourself:
-
Define a Common Goal
- Before you start, ask:
- "What do we want to achieve from this conversation?"
- "What should the outcome be?"
- Before you start, ask:
By shifting focus from personal opinions to collective progress, disagreements become a tool for growth, not conflict.
Do you agree or disagree?
If you’re a startup founder, don’t fear disagreement—embrace it. Research shows that companies encouraging constructive debates are more innovative, productive, and profitable than those that avoid conflict.