Situation Behaviour Impact (SBI)™ Feedback

Have you ever left a feedback session feeling more confused than before it began? Or perhaps you’ve been on the receiving end of vague criticisms that didn’t provide a clear path forward? This is a common issue many coaches and leaders face. The solution might lie in a simple yet powerful tool: SBI (Situation, Behaviour, Impact) Feedback. SBI Feedback can revitalise your team, creating an environment ripe for positive change.

One particular experience involved a team grappling with toxic behaviours. Communication was poor, conflicts were frequent, and morale was low. We decided to introduce the SBI (Situation, Behaviour, Impact) Feedback technique to see if it would help. During learning sessions, members were taught to provide feedback by describing the Situation, the specific Behaviour observed, and the Impact of that behaviour. This structured approach helped foster psychological safety, making feedback feel like constructive observations rather than personal attacks. Team members felt safer knowing feedback was specific, objective, and actionable.

The use of SBI Feedback extended to positive observations as well, reinforcing good behaviours and boosting morale. As the team grew comfortable with giving and receiving feedback, conflicts decreased, and interactions improved. They began collaborating more effectively, leading to increased productivity and a positive workplace atmosphere. Team members started supporting each other, and providing feedback to help colleagues grow. This shift transformed the team dynamics from toxic to supportive, showcasing the power of SBI Feedback in creating an environment where everyone felt valued and understood.

Overview

SBI Feedback is a method developed to deliver clear, concise, and actionable feedback. It breaks down the feedback into three components:

Situation: Describe the specific situation where the behaviour occurred. This sets the context and ensures the feedback is anchored to a concrete event. 

Behaviour: Explain the actual behaviour observed. This should be a factual account of what the person did, devoid of interpretations or assumptions. 

Impact: Detail the impact of the behaviour on others. This explains why the behaviour matters and helps the receiver understand the consequences of their actions. 

Example

Imagine you are giving feedback to a colleague who frequently interrupts others during meetings. Using SBI Feedback, you might say:

Situation: “During our team meeting yesterday afternoon…”

Behaviour: “…you interrupted several colleagues while they were presenting their ideas...”

Impact: “…which disrupted the flow of the meeting and made it difficult for others to share their thoughts. This led to frustration and reduced the overall effectiveness of our discussion.”

By structuring feedback in this way, it becomes easier for the receiver to understand exactly what is being discussed and why it matters.

Variation

A variation I like to use is when I want to give feedback about a behaviour’s effect on me. As we live in an interdependent world where everyone’s perception is different, for the Impact I like to add, “…and this made me feel…”. This allows the receiver to understand that the impact was upon me and is how it made me feel, acknowledging that my opinion is only one of many.

Benefits and Impact

Using SBI Feedback offers numerous benefits:

Clarity: Provides clear and specific feedback, eliminating ambiguity. When the feedback is clear, the receiver knows exactly what is being referred to and can respond appropriately.

Objectivity: Focuses on observable behaviours rather than personal traits, reducing defensiveness. This objectivity helps in maintaining a professional tone and ensures that the feedback is fair and based on actual events.

Actionability: Helps individuals understand precisely what they can change to improve. Actionable feedback empowers the receiver to make specific adjustments and see tangible improvements.

Practical Application

When implementing SBI Feedback, it's important to remember that it should be used for both positive and negative feedback. Research suggests a 5:1 ratio of positive to negative feedback to maintain a healthy and motivating environment. This means recognising and reinforcing good behaviours just as often, if not more, than addressing areas for improvement. This balance helps individuals feel appreciated and more receptive to constructive criticism.

Implementing SBI Feedback in your coaching practice can be straightforward:

Identify the Situation: Pinpoint a specific instance where the behaviour occurred. This helps in making the feedback concrete and relevant.

Describe the Behaviour: Stick to observable actions, avoiding generalisations or assumptions. This ensures that the feedback is fair and based on what happened.

Explain the Impact: Discuss how the behaviour affected the team, project, or individual. This helps the receiver understand the significance of their actions and why it is important to change.

Tips for Effective Use

Be timely: Provide feedback as soon as possible after the behaviour occurs. This helps in addressing the issue when it is still fresh and relevant.

Be objective: Focus on facts, not opinions. This helps in maintaining a professional and unbiased tone.

Be supportive: Aim to help the individual improve, not just to criticise. This ensures that the feedback is constructive and geared towards positive change.

Common Pitfalls

Avoid vague situations: Be specific about when and where the behaviour happened. This ensures that the feedback is relevant and concrete.

Don’t generalise: Focus on one behaviour at a time. This helps in making the feedback clear and actionable.

Avoid assumptions: Stick to what you’ve directly observed. This ensures that the feedback is fair and based on actual events.

Conclusion

SBI Feedback is a simple yet profoundly effective tool that can transform the way feedback is delivered and received. By focusing on specific situations, behaviours, and their impacts, coaches can create a more constructive and supportive environment. Embrace this technique to foster growth, clarity, and positive change in your coaching practice.

"Feedback is the breakfast of champions." – Ken Blanchard

Further Reading

Center for Creative Leadership: How to use Situation-Behaviour-Impact (SBI)™ to Explore Intent vs. Impact

Mind Tools: The Situation-Behaviour-Impact™ Feedback Tool