Effective feedback is feedback that is clearly understood by the recipient and clarifies what was observed or heard along with any required action, communicated in a respectful manner. The SBI (Situation, Behaviour, Impact) feedback framework involves describing the specific situation, the actual observable behaviour, and the impact or results of the behaviour. Examples of using SBI feedback are provided to demonstrate giving feedback on interrupting behavior during a meeting, submitting a late monthly report, and praising supportive behavior during mealtimes.

1. EFFECTIVE FEEDBACK
THE SBI WAY
(VIRTUAL TRAINING RESOURCE)

2. LEARNING OBJECTIVES
Explain what effective feedback is.
Describe the SBI feedback framework.
Demonstrate how to use the SBI feedback
framework to give effective feedback.

3. WHAT REALLY IS EFFECTIVE FEEDBACK?
We know that feedback is a process of
providing information about a person's
behaviour. The information provided may
be appreciative or corrective…
BUT
What REALLY is effective
feedback?

4. EFFECTIVE FEEDBACK IS…
…feedback clearly understood by the recipient that clarifies what you
(feedback giver) observed or heard, and any action required by the
recipient . Also, the feedback should be communicated in a respectful
way.

5. …BECAUSE IT WAS GIVEN THE SBI WAY
S
B
I
SITUATION
BEHAVIOUR
IMPACT
Describe the specific situation in which the behaviour
occurred. Avoid generalities, such as “last week,” as that can
lead to confusion – “At our team meeting this morning,
Brenda…”
Describe the actual, observable behaviour. Keep to the facts.
Don’t insert opinions or judgments. – “…you interrupted me a
couple of times while I was speaking.”
Describe the results of the behaviour. Tell the person the
impact of their behaviour on you. – “When you do that, it
seems like you are saying that what I am talking about isn’t
important.”

6. PRACTISING IN SMALL GROUPS
MANAGER TEAM MEMBER OBSERVER

7. REVIEWING PRACTICE
Observer should:
Ask the team member for their
experience
Ask the manager for their experience
Say what they observed
Say what the manager did well
Say what the manager can do
differently next time

8. SBI FEEDBACK WITH INTENT
IMPACT
BEHAVIOUR
SITUATION
QUESTION (COACH)
APPRECIATE CHANGE

9. Situation: At the team
meeting this morning...
Behaviour: …I noticed
you didn't take part in
any of the activities.
You sat to one side…
Impact: …because of that
we didn’t get any
contributions from you,
and I usually find your
contributions very
valuable.
Question (Explore
Intent): That’s unusual, is
anything the matter?
QUESTION (EXPORE INTENT) – AT THE TEAM MEETING

10. Situation: At the end of
last month...
Behaviour: ...I didn’t
receive your monthly
report on time. You
sent it to me 2 days
after the usual
deadline...
Impact: Because it was
late, I didn’t have enough
time to go through it
before presenting the
information to the board.
Change: Please, in the
future send it in by the
deadline. If you have any
challenges, then let me
know on time so we can
resolve them.
CHANGE – THE MONTHLY REPORT

11. Situation: When you
were supporting Anna
with her eating this
morning...
Behaviour: …you gave her
lots of attention and kept
communicating with her
throughout...
Impact: ...i could see she looked really happy and engaged throughout the time you
were with her. That was great support. Thank you.
APPRECIATE – GREAT SUPPORT

12. Situation: At the end of
last month...
Behaviour: ...I didn’t
receive your monthly
report on time. You
sent it to me 2 days
after the usual
deadline...
Impact: Because it was
late, I didn’t have enough
time to go through it
before presenting the
information to the board.
Coach: What will you do in
the future to prevent this
from happening again?
COACH – THE MONTHLY REPORT

13. REVIEW
Explain what effective feedback is.
Describe the SBI feedback framework.
Demonstrate SBI feedback.