Early in my leadership experience I fell into a bit of a common trap; the feedback sandwich. Hoping if I buttered people up with some praise before some criticism it would soften things and we could still be friends afterwards.
I hear you Michael, I hear you.
Unfortunately, avoiding the difficult conversations to save people (or yourself) from being uncomfortable is one of the worst things you can do as a leader.
You hear all the time "Feedback is a gift". While a bit worn out, it is true.
As a responsible leader, coach or mentor you have to be ok in giving constructive feedback to help your team get better.
That is where the SBI Technique comes in.
What is the SBI Technique?
The SBI feedback technique is a method for providing feedback that focuses on specific situations, behaviours, and their impact. SBI stands for Situation-Behaviour-Impact.
The SBI feedback technique involves three steps:
Situation:
- Start by describing the specific situation or context in which the behaviour occurred. This helps to provide context and ensure that everyone is on the same page.
Behaviour:
- Next, describe the specific behaviour that you observed. Be objective and avoid making judgments or assumptions about the person's intentions.
Impact:
- Finally, describe the impact of the behaviour on you or others. Be specific about the consequences of the behaviour, both positive and negative. This can help the person understand the impact of their actions and make changes as needed.
Benefits of the SBI Technique
There are some really strong benefits of using this technique. Most stem from the same thing - removing judgement and focusing on specific behaviours rather than making personal assumptions or judgements. Here are a few:
Clear and specific feedback:
- The SBI technique provides clear and specific feedback that focuses on the behaviour and its impact. By describing the specific behaviour and its impact on the situation, the person receiving the feedback can better understand the issue and take appropriate action to improve. It takes vagueness or ambiguity out of the equation.
Objective feedback:
- Sometimes tough feedback is difficult to take and can feel personal for the person on the receiving end. The SBI technique encourages objective feedback focused on a specific behaviour and its impact rather than judgements about a person's intentions or overall character.
Actionable feedback:
- The SBI technique provides feedback that is actionable by identifying specific behaviours that need to be changed or improved. This can help the person receiving the feedback to take concrete steps to improve their performance or behaviour.
Non-threatening feedback:
- Say it louder for the people in the back - feedback can be really tough. For the person getting feedback, and the person giving it. By focusing on the behaviour and its impact, rather than making judgments or assumptions about the person, the SBI technique can help create a safe and open environment for feedback that encourages growth and improvement.
Improved relationships:
- The SBI technique can improve relationships by providing clear, objective, and constructive feedback that helps to build trust and understanding between individuals. By focusing on specific behaviours and their impact, feedback can be delivered in a way that promotes growth and development rather than criticism or blame.
How to Use the SBI Technique
Great, so what now Luke? What do I do? How do I implement the SBI technique?
Here's seven steps you can take to start implementing SBI today.
Prepare:
- Take time to reflect on the specific situation, behaviour, and impact that you want to address. Be clear on the specific behaviour or performance issue you want to discuss, and think about the impact it has on the situation or others involved.
Set the stage:
- When you are ready to give feedback, start by setting the stage for the conversation. Let the person know that you want to provide feedback to help them improve their performance or behaviour. Make sure they feel comfortable and open to receiving feedback.
Describe the situation:
- Start by describing the specific situation or context in which the behaviour occurred. Be specific and avoid making generalisations or assumptions.
Describe the behaviour:
- Next, describe the specific behaviour that you observed. Be objective and describe the behaviour in a non-judgmental way. Stick to the facts and avoid interpreting or assuming intentions.
Describe the impact:
- Finally, describe the impact of the behaviour on you or others involved. Be specific about the consequences of the behaviour, both positive and negative. Focus on the impact rather than the behaviour itself.
Ask for their response:
- After sharing your feedback, give the person an opportunity to respond. Ask for their perspective, and listen actively to what they have to say. Encourage them to ask questions or clarify anything they are unsure about.
Collaborate on solutions:
- Once you have shared your feedback and discussed the impact, work together with the person to identify specific actions or solutions to improve their performance or behavior. Be open to their suggestions and collaborate on solutions that are actionable and achievable
Summary
Remember, you learn most by doing. You can read all the books and blogs on giving feedback you like, but it's in the action that we get better.
Spoiler alert, you will make mistakes and mess up from time to time. This stuff is difficult, but don't be afraid of giving feedback.
Set aside some time with a person you've been meaning to give feedback to (positive of developmental). Prepare well (use this free worksheet to help) and use the SBI model to help come up with some actionable next steps.
What other feedback models have you experienced before? Would love to hear more perspectives!