Developed by the Center for Creative Leadership. A method to give feedback based on facts, not opinions.
Struggling With Feedback?
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.
What is the SBI Model
The SBI model, developed by the Center for Creative Leadership, is a structured approach to providing feedback.
It breaks feedback into three clear components:
- Situation: When and where the observed behavior occurred.
- Behavior: What the person did, described in specific terms.
- Impact: How the behavior affected others or the situation.
This step-by-step method ensures your feedback is precise, focused, and easy to understand.
The 3 Components of SBI Model
The Core Concept of SBI is Clarity and Impact.
The heart of the SBI model is making feedback objective and actionable. By separating observations from interpretations or emotions, this model minimizes misunderstandings. Here’s a quick breakdown:
- 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."
The result? Feedback that feels less personal and more constructive.
Example
Let's put this into real practice now, see how it helps in a scenario.
Imagine you are the team leader of a project, and during the weekly meeting, one of your team members, Sarah, frequently interrupted others while they were speaking. This behavior affected the flow of the discussion and made some teammates hesitant to share their thoughts. You decide to use the SBI model to provide feedback:
- Situation: Sarah, during yesterday's team meeting when we were discussing the project timeline…
- Behavior: I noticed you interrupted a few teammates while they were sharing their ideas.
- Impact: This caused the conversation to lose focus, and some team members seemed reluctant to contribute further. It also made it harder for us to cover all agenda items in time.
By sticking to this structure, the feedback stays factual and avoids personal judgments, making it easier for Sarah to understand the issue and reflect on her actions. If needed, you could follow up with a suggestion or discuss how Sarah could approach similar situations in the future.
How Does SBI Compare to Other Feedback Models?
The SBI model shares similarities with other frameworks like:
- COIN Feedback Model (Context, Observation, Impact, Next Steps): While COIN Feedback Model emphasizes planning actionable next steps, SBI focuses more on clearly delivering feedback.
- FIRE Model (Facts, Interpretations, Reactions and Ends): FIRE Model adds an emotional layer, encouraging reflection and support, whereas SBI excels in direct clarity.
Each model serves a unique purpose, and understanding their differences helps you choose the right tool for any feedback situation.
The SBI model is a simple yet powerful framework to enhance your feedback skills. Whether you’re addressing team dynamics or fostering personal growth, its structured approach ensures your message is heard and understood. Why not try it out in your next conversation?
When Should You Use the SBI Model?
Use SBI when feedback must stay factual and non-defensive:
- Timely Feedback: When you need to address a specific, recent behavior before it becomes a pattern.
- Reducing Defensiveness: When emotions are high and subjective language would escalate tension.
- Performance Reviews: When feedback must be precise, fair, and grounded in observable actions.
- Coaching Conversations: When the goal is awareness and development, not blame.
Takeaway
The SBI model is a simple yet powerful framework to enhance your feedback skills.
By strictly separating observability from interpretation, it ensures your message is heard and understood without unnecessary noise.
Whether you are addressing team dynamics or fostering personal growth, its structured approach allows you to deliver difficult messages with professional detachment and respect, ultimately fostering a culture of transparency and trust.
