Feedback
Purpose
Structure honest, actionable feedback conversations
How to Use
1. Use the SBI model (see Row 68): describe the Situation, the observed Behaviour, and the Impact. 2. Separate feedback from judgment -- describe what you saw, not what it means about the person. 3. Share both positive and developmental feedback using the same SBI structure. 4. Give the recipient time to reflect. 5. Ask: 'What do you want to do with this feedback?'
Created by Various
When to Use
This tool is suited to the following coaching and facilitation contexts:
| Context | Relevant |
|---|---|
| Individual Coaching | |
| Team Coaching | |
| Leadership Development | |
| Facilitation / Workshop | |
| Online / Virtual |