The Power of Structured Feedback
Feedback is one of the most powerful tools a leader has—when delivered effectively. Yet many leaders struggle to give feedback that’s specific, actionable, and received without defensiveness. The SBI model solves this challenge by providing a clear structure for any feedback conversation.
Breaking Down the SBI Model
S: Situation
The specific context where the behavior occurred.
”During yesterday’s client meeting…”
Why it matters:
Grounds feedback in a specific moment rather than generalizing
B: Behavior
The observable action that occurred.
”You interrupted the client three times…”
Why it matters:
Focuses on actions (which can be changed) not personality
I: Impact
The effect or consequence of the behavior.
”…which made them feel unheard and frustrated.”
Why it matters:
Creates awareness of consequences that may not be obvious
The magic of SBI is in its simplicity and clarity.
SBI Templates You Can Use Today
For Positive Feedback
Situation: “During this morning’s presentation to the executive team…”
Behavior: “…you addressed each question with data-backed responses and maintained your composure…”
Impact: “…which built credibility for our team and helped secure approval for the project.”
For Constructive Feedback
Situation: “In yesterday’s team meeting when we were discussing project timelines…”
Behavior: “…you committed to three deadlines without checking your current workload…”
Impact: “…and now I’m concerned about our ability to deliver quality work on time, which could affect team trust.”
Fill-in-the-Blank Template
Situation: “During ________________ (specific event/time/place)…”
Behavior: “…you ________________ (specific, observable action)…”
Impact: “…which resulted in ________________ (effect on you, team, client, project).”
Practice Scenarios
Scenario 1: Late to Meetings
Challenge: Team member consistently arrives 5-10 minutes late to meetings.
Your SBI Response:
S: “In our last three team meetings…”
B: “…you’ve arrived between 5-10 minutes late…”
I: “…which means we either delay starting or have to recap, reducing our productive time together.”
Scenario 2: Quality Work
Challenge: Team member delivered exceptional work on a tight deadline.
Your SBI Response:
S: “On the quarterly report project last week…”
B: “…you not only met the tight deadline but also included additional data visualizations…”
I: “…which made our presentation more compelling and led to positive feedback from leadership.”
The Impact of SBI: Why It Works
Creates Clarity
Eliminates vague feedback like “you need to be more professional” in favor of specific, actionable observations.
Reduces Defensiveness
By focusing on observable behaviors rather than assumed intentions or character judgments.
Builds Self-Awareness
Helps people understand the impact of their actions, which they may not have realized.
Enables Growth
Provides a clear path for improvement by identifying specific behaviors to change.
Common Pitfalls to Avoid
- Skipping the impact — The “I” is what creates understanding and motivation to change
- Using generalizations — “You always” or “You never” trigger defensiveness
- Focusing on personality — “You’re disorganized” instead of “Your desk has papers scattered across it”
- Delaying feedback — The closer to the situation, the more effective the feedback
In Summary
The SBI model transforms feedback from a dreaded conversation to a growth opportunity.
By structuring your feedback with Situation, Behavior, and Impact, you create clarity, reduce defensiveness, and increase the likelihood of positive change.
Remember: effective feedback isn’t about making people feel good or bad—it’s about helping them see their blind spots and leverage their strengths.
Ready to transform your feedback approach?
Use the SBI model in one feedback conversation this week.
Start Your Journey