Feedback with SBI and development dialogue
Step 1 / 2·SBI: feedback that doesn't trigger defensiveness
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Learning objectives — after this module you will:
- Give feedback using the SBI model
- Distinguish vague from specific feedback
- Weave coaching into a development conversation
SBI: feedback that doesn't trigger defensiveness
Have a formula for effective feedback.
Bad feedback triggers defensiveness because it's vague and judges the person ('you're unprofessional'). The SBI model (Situation – Behavior – Impact, from the Center for Creative Leadership) focuses on specific BEHAVIOR and its IMPACT, not on judging character.
Vague feedback vs SBI
Vague, judgmental
“"Lately you've been unprofessional and not a team player."”
Unclear what happened, when; attacks character → the listener gets defensive, doesn't change behavior.
SBI
“"In this morning's meeting (Situation), while B was presenting, you interrupted three times (Behavior). B then went quiet and stopped contributing, and the team lost her perspective (Impact)."”
Specific, observable, impact-focused — the listener understands exactly what to change without feeling attacked.
SBI + coaching
After stating the SBI, switch to coaching instead of commanding: 'How do you see it? How would you do it differently next time?' Combining specific feedback (SBI) with open questions (GROW) is a manager's most powerful people-development tool.
Key takeaway: SBI: Situation – Behavior – Impact — specific, non-judgmental; follow up with a coaching question.