Introduction

Giving and receiving feedback is essential in any work environment, yet it’s often poorly handled or misunderstood. Many people find feedback uncomfortable, vague, or even confrontational. The SBI Feedback Model offers a simple, structured approach that helps make feedback clearer, more specific, and more constructive. This article explains what the SBI Model is, how it works, and why it can transform the way we communicate feedback.

What is the SBI model, and How Does it Work?

The SBI Model stands for Situation-Behaviour-Impact. It is a tool developed by the Center for Creative Leadership to help people deliver feedback that is clear, objective, and nonjudgmental.

Situation

Start by describing the specific context in which the behaviour occurred, and by indicating what specific situation(s) you’re talking about. This includes the time, place, and circumstances, to ensure that the person isn’t thinking, ‘What do you mean I do that?!’ For example, “During yesterday’s team meeting…”

Behaviour

Next, explain the actual behaviour, and describe what you saw/observed. Focus on actions, not interpretations or assumptions. I will help them understand what the situation looked like from your perspective. For example, “You interrupted me while I was presenting our team’s idea…”

Impact

Finally, without judgment, let them know what the impact of their actions is/was. Share the effect that the behavior had. This helps the person understand the consequences of their actions. It’s better to speak about the impact on you rather than the impact on others, as you can’t say for certain how others felt and may get pushback on it. For example, “It made it hard for me to finish what I was saying, and I felt discouraged from contributing more to the discussion.”

Application of the SBI Model

This method works because it avoids blaming or vague statements like “You’re rude” or “You’re always unprofessional.” Instead, it focuses on observable facts and their results, which reduces defensiveness and promotes understanding. It can be used for both positive and negative feedback. A positive version might be: “When you stayed late last Friday (Situation), to help finish the report (Behaviour), it eased our workload and impressed the client (Impact).

Conclusion

The SBI Model is a simple yet powerful tool for effective communication. It encourages clear, honest, and respectful feedback by focusing on facts and their effects, rather than personal criticism. Whether you’re a manager, a colleague, or even a student, using SBI can lead to stronger relationships, better performance, and a more positive working environment.

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