Mastering feedback with the 'Situation, Behavior, Impact' model.
One of the most frequently asked questions in 1:1's is 'how do I give feedback to person x?'. To answer, I always coach the Situation Behaviour Impact model.
Short on Time? Use this SBI Script:
- Situation: “In yesterday’s client call…”
- Behaviour: “When you interrupted Sarah twice…”
- Impact: “It made it harder for her to share key context, and we missed an important detail.”
- Next time: “Could you pause and let her finish, then add your point?”
Most feedback fails because it's vague.
The way you deliver feedback is important. A good structure can make or break how it is received and the outcome it produces.
An effective way to give feedback with clarity is the "Situation, Behavior, Impact" model. The SBI framework works well in constructive AND positive feedback situations.
This structure helps ensure that your feedback is specific and focused on improvement. It also helps to reduce emotion in the process.
Here's how you can use SBI to enhance your feedback practice.
Understanding the SBI Model
The SBI model breaks down feedback into three components:
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