SBI (Situation-Behaviour-Impact)

In Short

Deliver clear, non-judgemental feedback in three steps
Best for: CCL feedback model
SBI (Situation-Behaviour-Impact) is a structured tool for coaching and facilitation. Deliver clear, non-judgemental feedback in three steps. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: CCL feedback model
Expected outcomes:
- Improved ability to deliver clear, non-judgemental feedback in three steps
- A concrete action or development plan to take forward from the SBI (Situation-Behaviour-Impact) process

In Detail

SBI (Situation-Behaviour-Impact) is a structured framework designed to help coaches, leaders, and facilitators deliver clear, non-judgemental feedback in three steps. It sits within the category of CCL feedback model, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, SBI (Situation-Behaviour-Impact) is delivered as a 5-step process. The process begins by describe the Situation: 'In last Tuesday's meeting with the client. The session closes by ask: 'What would you like to do differently next time?' Use the SBI form to prepare feedback in advance. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

SBI (Situation-Behaviour-Impact) provides a shared vocabulary that persists beyond the session itself. When team members reference the same model in day-to-day work, coaching outcomes become embedded in practice rather than remaining as isolated insights from a single workshop.

How to Use

From Allan Gray SBI Form PDF. 1. Describe the Situation: 'In last Tuesday's meeting with the client...' 2. Describe the Behaviour observed (not an interpretation): 'You interrupted the client three times while they were explaining their concern.' 3. Share the Impact: 'It meant they didn't feel heard, and the meeting ended without agreement.' 4. Pause and listen to the recipient's response. 5. Ask: 'What would you like to do differently next time?' Use the SBI form to prepare feedback in advance.

Pros and Cons

Pros	Cons
Provides objective, data-driven insights that reduce reliance on self-perception alone Creates a concrete baseline for measuring development progress over time Gives the coachee language and evidence to discuss development needs with stakeholders	Requires validated instruments and trained practitioners to administer and interpret correctly Results can be threatening or demoralising if not framed carefully by the coach Data reflects a point-in-time snapshot and may become outdated as context changes

Created by Center for Creative Leadership (CCL)

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

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