This is where the Situation-Behavior-Impact™ (SBI™) model comes in handy. Developed by the Center for Creative Leadership, the SBI™ model helps you give clear, specific, and impactful feedback.

What Is the SBI™ Feedback Model?

The SBI™ model stands for:

• Situation: Describe the specific situation where the behavior occurred.
• Behavior: Describe the specific behavior you observed.
• Impact: Explain the impact of the behavior on you, the team, or the organization.

Why Is the SBI™ Model Useful?

Feedback is crucial for growth and improvement. Studies show that employees often prefer corrective feedback, yet many managers hesitate to give it. According to Gallup, only 28% of people receive feedback a few times a year, and 19% receive it once a year or less.

Giving feedback can be stressful and, if not done properly, can harm workplace relationships. However, delaying feedback can create a disconnect between the feedback and the behavior it addresses. The SBI™ model helps you provide immediate, precise feedback, fostering a culture of openness and trust.

How to Give SBI™ Feedback

1. Situation

Start by putting your feedback into context. Clearly describe when and where you observed the behavior. For example:

“During last Monday’s team meeting, when you presented the quarterly results…”

Avoid vague terms like “the other day” or “in that meeting last week.”

2. Behavior

Next, describe the specific behavior you want to address. Stick to what you observed directly, avoiding assumptions or subjective judgments. For example:

“…I noticed that you struggled to answer questions about the data on slide 3 and that your calculations on slide 5 were incorrect.”

Be specific and avoid relying on hearsay, which can include biases and inaccuracies.

3. Impact

Finally, explain the impact of the behavior using “I” or “we” statements. This makes the feedback personal and emphasizes its importance. For example:

“…This confused the team and affected our credibility with the senior management who were present.”

Highlighting the impact helps the person understand the consequences of their actions.

The Benefits of Using SBI™ Feedback

By using the SBI™ model, you provide feedback that is:

• Specific: Clear and precise, leaving no room for misunderstanding.
• Objective: Based on observed behavior, not assumptions.
• Impactful: Highlighting the real consequences of the behavior.

Examples of SBI™ Feedback

Positive Feedback:

1. Situation: “During last Thursday’s client meeting…”
2. Behavior: “…you provided a very thorough analysis of the project risks…”
3. Impact: “…which impressed the client and helped secure their trust in our approach.”

Constructive Feedback:

1. Situation: “In our team discussion last Friday…”
2. Behavior: “…I noticed you interrupted several times…”
3. Impact: “…which made it difficult for others to share their ideas and slowed down our decision-making process.”

Enhancing Feedback with the SBI-I Model

The Center for Creative Leadership suggests adding a second “I” for Intent. Asking about the intent behind the behavior can uncover the reasons behind actions and facilitate a two-way conversation. This can lead to deeper understanding and more effective solutions.

Reflecting on the SBI™ Process

After giving feedback, encourage the person to reflect on the situation, behavior, and impact. They may need time to understand your perspective. Discuss specific actions they can take to improve and offer support as needed.

Remember, SBI™ isn’t just for addressing negative behavior. Use it to praise and encourage positive actions as well. For example:

“During last week’s project update, your detailed planning and clear communication ensured that everyone understood their tasks, which kept the project on track.”

Start Using SBI™ Feedback Today

To help you get started, download our interactive SBI template and use it to record the feedback you give and your team member’s reflections. This practice will enhance your feedback skills and contribute to building a high-performing, reflective team.