Feedback
Feedback is observable behavior + impact, aimed at improving work and relationships—not venting.
SBI formula
| Letter | Meaning | Example |
|---|---|---|
| S | Situation | “In yesterday’s review” |
| B | Behavior | “You interrupted Alex twice” |
| I | Impact | “They stopped contributing; we missed input” |
Add Request: “Next time could we let them finish? You can say ‘Adding one point…’”
Praise specifically too
| Weak | Strong |
|---|---|
| “Good job” | “Your risk table saved us a round-trip—thank you” |
| “You’re reliable” | “You synced progress before the deadline—I could sleep” |
Specific praise reinforces behavior, not vague trait labels.
Receiving feedback: three steps
- Listen: no instant defense; “Thanks—I’ll think on that.”
- Clarify: “Do you mean X or Y?” “What would good look like?”
- Commit: “I’ll do A; I can’t do B because ___; alternative C.”
Async written feedback
Good for time zones, paper trails, slightly heated moments.
【Situation】…
【Behavior】…
【Impact】…
【Request / proposal】…
【Optional: my next step】…
Before send: any “always/never”? Can you swap one behavior instance?
Pre-send checklist
- Intent is improvement, not punishment
- Behavior is observable and changeable
- Private > public; calm > mid-fight
- Ready to hear their feedback too
Work extensions
- Peer work → collaboration
- Manager alignment → upward