I while back I did some research around popular feedback models (Posts tagged “feedback“). Recently I was developing some materials for a client and they requested to use the SBI Feedback model. I did know of it, though personally do not use it, as I think AID is a more rounded model. As usual, like any feedback, preparation is key. SBI provides a framework for planning and delivering feedback.
SBI Feedback model
Situation – This is about providing the person receiving the general context of when the behaviour occurred. This allows the person to recall the situation. The clearer the WHERE and WHEN, the better the feedback quality is. Example 1 “I would like to give you some feedback about something I noticed at the client meeting”. Example 2 “Can I just have a quick word to give you some feedback about the conference call you have just finished on project XYZ”.
Behaviour – This is about the specific, nitty gritty behaviour that the person did carry out or conversely, did not carry out. You may want to describe it almost as a video being played back. Example 1 continued ” At the start of the meeting you played out very clearly our understanding of the situation and with that dovetailed in an agenda the connected with their needs. You then asked if they agreed and asked if they had anything else to add. You then held silence until their reply”. Example 2 continued “As you started the conference call, you just dived straight into the content of what you wanted to say, without laying out an agenda or connecting to your peers”
Impact – This is about how the persons behaviour has impacted you or others. Ideally you want to go beyond facts and include feelings. You are trying to create an emotional engagement with your feedback and so stating how you felt or how you imagine others may have felt, will increase that connection. Example 1 Continued “Because you created such clarity around our understanding and aligned it with their needs, you made myself, and the client, from what I could tell from their body language, very relaxed and confident of your competence”. Example 2 Continued: “Even though I was not involved in the call, I felt quite uncomfortable with the way you steam rolled the start of the conversation, I would imagine others may have felt the same, as they had no opportunity to shape the agenda or provide feedback.
Clearly from here, the conversation may shift into supporting the planning of actions to change or even coaching. That will depend on the relationship between the feedback giver and the receiver. This would be where the D of AID would kick in. The D is desired behaviour or what do you want to see differently. SBID may be a more powerful model.
That is my overview of the SBI feedback model. Any feedback or insights? have you used this, and is do, how did it go? What other feedback models do you use?
[Image Credit: FreeImages.com Sue Butler]