3.3 SBI™ Feedback Model





This puts the feedback into context and gives the other person a specific setting as a reference.

You should outline ALL the situational elements




Describe the specific behaviour that you want to deal with. Communicate only the behaviours that you observed directly without making judgements or assumptions.




The last step is to use ‘I’ statements to describe how the other person’s action has affected you or others or performance.

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Developed by the Centre for Creative Leadership, the SBI Model, or SBI Feedback Tool as it is sometimes known, outlines a simple structure, Situation – Behaviour – Impact, that you can use to give behavioural feedback.

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When you structure feedback in this way, your teammates will understand precisely what you are commenting on, and why.

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And, when you outline the impact of their behaviour on others, you’re giving them the chance to reflect on their actions and think about what they need to do next time. The same, or something different.

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The tool also helps you avoid making assumptions that could upset the other person and damage your relationship with them.

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