Give feedback that is clear, specific, and actionable by combining Feeling, Fact, and Comparison.
Summary of typical conflicts in the workplace, discover proven strategies
A framework enhances understanding, empathy, and responsiveness.
Using dual concern theory to understand and resolve conflicts.
Structure 30-minute meetings into focused parts for better feedback.
Help groups move from information gathering to action in a structured and inclusive way.
Six negotiation principles help both sides get more of what they want.
A practical negotiation concept that defines where a deal is actually possible.
Persuade and inform with clarity by structuring your message.
Deliver clear, non-judgmental feedback by separating facts, impact, and next actions.
Being a great manager without losing your humanity.
Strengthen alignment between your priorities and your manager’s expectations.
Deliver objective feedback by separating situation, behavior, and impact.
Have you ever walked away from a feedback conversation wondering if the other person actually understood your point? Or perhaps, you've felt unsure how to frame your feedback without it sounding vague or overly critical.
The SBI model (Situation-Behavior-Impact) is here to help.
This proven framework simplifies feedback delivery, making it clear, actionable, and meaningful.
Developed by the Center for Creative Leadership, is a structured approach to providing feedback.
It breaks feedback into three clear components:
This step-by-step method ensures your feedback is precise, focused, and easy to understand.
Describe the Situation: Set the context, like, "During yesterday's team meeting..."
Highlight the Behavior: Be specific, e.g., "You interrupted several times during the discussion."
Explain the Impact: Share the outcome, e.g., "This caused others to hesitate in sharing their ideas."