Improving Your Leadership Skills with SBI Feedback

Giving effective feedback is crucial for any leader. The situation-behavior-impact (SBI) model provides a structured approach for delivering feedback that drives change. In this article, we’ll explore what SBI feedback is, why it works so well, and how you can master this technique.

What is SBI Feedback?

SBI feedback gets its name from its three components:

• Situation – Describe a specific event or situation where the behavior you’re addressing occurred. Provide enough detail so they can recall the situation.

• Behavior – State the actual behavior that was displayed in that situation Focus on observable facts without judgment or interpretation

• Impact – Explain the impact the behavior had on you, the team, goals, etc. Share how you felt and what effect it caused.

The SBI model helps remove emotion and speculation from the feedback process. By sticking to the facts, you avoid putting the other person on the defensive This facilitates an open, two-way dialogue to drive better understanding

Why Use the SBI Model for Feedback?

There are several key benefits that make SBI feedback so effective:

It’s objective and behavior-focused – The situation and behavior description is unbiased. You’re stating facts, not opinions. This prevents the recipient from feeling attacked.

It provides context – Describing the specific situation gives the behavior important context so they can better understand the circumstances.

It reveals impact – Sharing the impact of their behavior is often an eye-opener for the recipient. They learn how their actions affect others.

It sparks introspection – By getting the recipient to reflect on their behavior and impact, the learning goes deeper.

It’s solution-oriented – Hearing the impact sets the stage to discuss ways to improve the situation and behavior.

For leaders, SBI feedback is invaluable for developing your team. Let’s look closer at how to deliver SBI feedback effectively.

Mastering the SBI Feedback Process

Here are some best practices for having a productive SBI feedback conversation:

1. Set the stage

• Have the conversation privately to avoid embarrassment

• Explain the purpose is to provide constructive feedback

• Get their readiness and agreement to proceed

2. Describe the situation

• Provide relevant details like timing, location, people involved

• Keep it brief but descriptive enough for them to recall

• Stick to factual information

3. State the behavior

• Say what specific behaviors you observed

• Keep it objective and detached

• Use neutral language like “You did X” rather than accusations

4. Explain the impact

• Share how the behavior influenced you, the team, results, etc.

• Be open about the emotions you felt

• Help them understand the effects their actions caused

5. Discuss solutions and the path forward

• Invite their perspective on the situation

• Align on how to improve going forward

• Determine appropriate next steps

6. Conclude positively

• Summarize key points and learnings

• Express your continued confidence in them

• Thank them for the willingness to hear the feedback

Following this SBI process facilitates an open, non-threatening dialogue. The other person truly hears and absorbs the feedback because they don’t feel attacked. That’s when real learning and change can happen.

SBI Feedback Examples and Templates

Here are a couple sample SBI feedback scenarios to illustrate the model in action:

Example 1

Situation: During our team meeting yesterday when we were reviewing the project plan, you started raising your voice and speaking in an aggressive tone after Jill suggested we push the launch date back two weeks.

Behavior: You slammed your hand on the table and said, “That’s completely ridiculous. We can’t delay this whatsoever!”

Impact: Your reaction made Jill shut down, and the rest of the team became tense and uncomfortable. I felt concerned that the intensity may discourage open debate and sharing of ideas going forward.

Next steps: I’d like your help making sure everyone feels safe speaking up during meetings, even if they have a dissenting view. Can we agree on some working guidelines to promote psychological safety on the team?

Example 2

Situation: During your presentation to the executive team last week, you were 15 minutes late getting started.

Behavior: You began the presentation without acknowledging or apologizing for your tardiness.

Impact: Beginning late without explanation caused frustration among the executives who are very time constrained. I had to field questions about why things started late which caused embarrassment.

Next steps: Going forward, I’d suggest you plan extra time cushions for unexpected delays. And if you are running late, politely acknowledge the delay and offer a brief explanation so people understand what happened.

Tailor your SBI feedback conversations to the specific situation. Now let’s examine some best practices for delivering effective SBI feedback.

Tips for Improving Your SBI Feedback Skills

Here are some tips to sharpen your SBI feedback skills:

• Practice: Role play SBI conversations to improve your delivery. Get comfortable sticking to the model.

• Be descriptive: Choose vivid details that will help recreate the full situation in their mind.

• Time it right: Give feedback as soon as feasible after the situation rather than letting issues linger.

• Mind your tone: Use a calm, even tone without emotional undertones that could be misconstrued.

• Check for understanding: Ask clarifying questions to ensure they comprehend the feedback.

• Make it two-way: Invite their perspective on the situation and behavior. Keep dialogue open.

• Focus on growth: Emphasize wanting to help them develop, not punish them.

• Set follow-ups: Agree on action steps and schedule reviews of progress.

With practice, SBI feedback will start feeling natural. You’ll be amazed at the team growth it unlocks.

The SBI feedback model offers a structured way to deliver highly effective feedback focused on behavior change. Describing the situation provides context, stating the behavior objectively removes emotion, and sharing the impact increases