How to Give Effective Feedback
December 15, 2020

In my experience, when I am coaching CEO’s & COO’s or line supervisors there is one question I ask that consistently has the same answer ……….. CRICKETS, NADA, NO RESPONSE.

The question is simply, “What feedback did you give Mary on that event?”.

Here is a simple formula for providing constructive positive feedback or opportunity for improvement with examples.

The SBI Feedback Model

Situation: The specific event or circumstance

Behavior: Observable actions, verbal comments, nonverbal behaviors

Impact: What I (or others) think, feel, or do as a result of the behaviors. I saw… I heard…

Here is a short example:

“When you presented the project results at the team meeting last Thursday”

“You spoke clearly and concisely. You provided details when making your point and you answered questions directly, …”

“Consequently, the team was able to clearly see the outcomes associated with our hard work.”

Another example:

“During the team meeting on Tuesday you described the restructuring plan and identified the drivers for this initiative…”

“Everyone was relieved to find out what was really going on instead of buying into all the rumors.”

When you provide feedback in this model, it is anchored in a time & place (situation), describes behavior that you want repeated or avoided, and links the behavior to a positive or negative impact.


December 15, 2020         How to Give Effective Feedback

In my experience, when I am coaching CEO’s & COO’s or line supervisors there is one question I ask that consistently has the same answer ……….. CRICKETS, NADA, NO RESPONSE.

The question is simply, “What feedback did you give Mary on that event?”.

Here is a simple formula for providing constructive positive feedback or opportunity for improvement with examples.

The SBI Feedback Model

Situation: The specific event or circumstance

Behavior: Observable actions, verbal comments, nonverbal behaviors

Impact: What I (or others) think, feel, or do as a result of the behaviors. I saw… I heard…

Here is a short example:

“When you presented the project results at the team meeting last Thursday”

“You spoke clearly and concisely. You provided details when making your point and you answered questions directly, …”

“Consequently, the team was able to clearly see the outcomes associated with our hard work.”

Another example:

“During the team meeting on Tuesday you described the restructuring plan and identified the drivers for this initiative…”

“Everyone was relieved to find out what was really going on instead of buying into all the rumors.”

When you provide feedback in this model, it is anchored in a time & place (situation), describes behavior that you want repeated or avoided, and links the behavior to a positive or negative impact.