SBI Feedback
Situation–Behavior–Impact for clear, nonjudgmental feedback.
Explanation
Created by leadership researchers, this method makes feedback less threatening and more useful. Instead of saying someone is 'unprofessional' or 'difficult' (judgments that make people defensive), you describe specific actions and their consequences. This removes personal attacks and gives people clear information about what to change. Most feedback fails because it's either too vague ('be better') or too personal ('you're the problem').
Real-World Example
Bad: 'You're disrespectful.' Good: 'In yesterday's meeting (Situation), when you interrupted the client three times (Behavior), it made them defensive and we lost the deal momentum (Impact).' Now they know exactly what to change.
How to Apply
Situation: When and where? Be specific. Behavior: What did they do/say? Observable only—what a camera would record. Impact: What was the result? On you, team, or business. No judgment. Follow with discussion: What was their intent? How can we prevent this? Focus on future, not past.