What’s the situation? What actually happened? Who was there, what did you see or hear?
What’s the behavior? What did you see or experience that may have needed better clarity or a different approach?
What’s the impact? How did you feel or what did you think following that behavior?
OUCH! Feedback can hurt sometimes. But is it effective?
Consistent feedback-sharing practice can be a great way to build trust and comfortability around sharing feedback. An approach to sharing feedback is the Situation-Behavior-Impact (SBI) method. This method is a great starting point to sharing feedback because it’s simple and direct.
It can be hard to say what’s on your mind without making assumptions or adding a particular tone. This approach tackles this issue because it encourages you to begin with describing the situation. What happened? Who was there? What was heard or seen? The intent is to stay as objective as possible. The second part is to describe the behavior that may have been an issue or in need of improvement. The goal to be direct about what may have occurred. The last part is to share the impact of the behavior in that situation. It’s important to be specific and ensure that the information can be measurable.
Consistent and effective feedback has been shown to have all around benefits in any workplace. And this goes both ways – giving feedback and giving opportunities to hear feedback. Team members will feel more engaged, productive, and motivated. Practice the SBI model and let us know how that works for your team?
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