The Situation-Behavior-Impact (SBI) model, renowned for its effectiveness in delivering feedback, is widely employed in corporate settings, particularly during performance review sessions. The SBI method aims to ensure that feedback is conveyed with clarity, enabling individuals to comprehend and enhance their skills. Here’s a guide on how to apply the SBI model for feedback delivery:

1. Situation: Start by describing the specific situation or context in which the observed behaviour occurred. Be objective and focus on facts rather than assumptions or judgments. This helps to provide clarity and context to the feedback.
2. Behavior: Next, describe the behaviour you observed in detail. Be specific and provide concrete examples to illustrate the behaviour. Avoid generalizations and focus on observable actions or words. This allows the recipient to understand exactly what they did or said that prompted the feedback.
3. Impact: Finally, explain the impact of the behaviour on yourself, others, or the organization. Describe how the behaviour affected you, the team, or the outcome of a particular situation. Highlight both the positive and negative consequences of the behaviour. This helps the recipient understand the significance of their actions and encourages reflection on potential areas for improvement.

Here’s an example of giving feedback using the SBI model:

Situation: During yesterday’s team meeting… Behaviour: …you interrupted several colleagues while they were speaking and expressed disagreement with their ideas without allowing them to finish their points. Impact: This created tension in the group and disrupted the flow of the discussion. Some team members seemed hesitant to share their ideas afterward, which may hinder collaboration and innovation within the team.

By following the SBI model, you can deliver feedback in a structured and constructive manner, focusing on observable behaviors and their impact, which encourages growth and development.

Start using SBI for your team interactions!