The SBI Feedback Model: Situation, Behavior, Impact
Recently our team at the Coaching Corner shared a guide for giving effective feedback to your team. Effective feedback helps individuals understand their strengths, identify areas for improvement, and make positive changes. Today we will delve deeper into one of the key strategies for feedback.
Andrew Beveridge, founder, and psychologist of Leadership Today, shares his expertise on feedback in the episode of his podcast “Feedback is a Gift”. Andrew explains that “Leaders are often afraid to provide feedback - they are worried about how it will be received. But bad news doesn’t improve with age. Typically the issue continues to build up, and there’s often a clumsy confrontation which makes everyone feel worse.”
This is why following a framework for feedback can be extremely helpful for leaders who have a hard time approaching feedback, whether positive or negative. The SBI feedback model is a widely used framework that provides a structured approach to delivering feedback. In this article, we will explore the SBI feedback model, focusing on its three key components: Situation, Behavior, and Impact.
Situation:
The first step of the SBI feedback model involves setting the stage by describing the situation or context in which the observed behavior occurred. By providing a clear picture of the circumstances, you create a shared understanding between the giver and receiver of feedback. The situation should be described objectively, without any judgment or assumptions. It helps to answer questions such as when and where the behavior took place and who was involved.
For example, instead of saying, "You always interrupt people during team meetings," you can frame it as, "In yesterday's team meeting, when we were discussing the project timeline, I noticed that you interrupted John while he was presenting his ideas."
Behavior:
Once the situation is established, the next step is to describe the specific behavior that was observed. Focus on the actions, words, or gestures demonstrated by the individual. Be specific and provide concrete examples to ensure clarity. Avoid generalizations or vague statements that may lead to misinterpretation. The goal is to provide objective feedback based on observable behaviors.
Continuing from the previous example, you might say, "Specifically, you interrupted John when he was explaining his proposed timeline, and you began discussing your ideas without allowing him to finish."
Impact:
The final component of the SBI feedback model is describing the impact or consequences of the observed behavior. This step helps the receiver understand the effects of their actions on others or the overall situation. It is important to focus on the impact rather than making judgments or personal attacks. The impact can be both positive and negative, and it should be communicated in a non-threatening and constructive manner.
In the example, you could say, "As a result of the interruption, John seemed hesitant to share his ideas further, and other team members appeared less engaged in the discussion. It may have created a perception that their input was not valued."
Benefits of the SBI Feedback Model:
The SBI feedback model offers several benefits in delivering effective feedback:
Clarity: By providing a clear situation, describing specific behaviors, and articulating the impact, the feedback becomes more tangible and actionable.
Objectivity: The model encourages feedback givers to focus on observable behaviors rather than personal opinions or assumptions, leading to fair and unbiased feedback.
Constructiveness: The SBI model promotes constructive feedback by focusing on the impact of behaviors rather than criticizing or attacking individuals.
Shared Understanding: By providing context and specific examples, the model helps ensure that both the giver and receiver of feedback have a shared understanding of the observed behavior.
Growth and Development: Effective feedback, delivered using the SBI model, enables individuals to reflect on their actions, make necessary adjustments, and continue their growth and development.
Applying the SBI Feedback Model:
To apply the SBI feedback model effectively, consider the following tips:
Choose the right time and place: Find a suitable setting where both parties can engage in a meaningful conversation without distractions.
Use a supportive tone: Approach the feedback conversation with a positive and supportive attitude, emphasizing the intention to help the individual grow and succeed.
Be specific and provide examples: Focus on specific behaviors that were observed and provide concrete examples to illustrate the feedback points.
Focus on impact and consequences: Clearly communicate the impact of the observed behavior on others or the situation, emphasizing how it aligns or conflicts with desired outcomes.
Encourage dialogue: Create an open and safe space for the receiver to ask questions, seek clarification, and share their perspective.
The SBI feedback model (Situation, Behavior, Impact) is a valuable framework for delivering constructive feedback. By describing the situation, specific behavior, and impact of actions, the model provides a structured approach that enhances clarity, objectivity, and understanding. Applying the SBI model effectively can foster growth, development, and positive change in individuals and teams, ultimately contributing to a culture of continuous improvement.
-The Coaching Corner Team
