Feedback That Lands — The SBI Method (Situation, Behavior, Impact)

The idea

SBI stands for Situation, Behavior, Impact — a three-part structure for giving feedback that works. Situation: when and where it happened ("In yesterday's client call…"). Behavior: what the person actually did, observably, no labels ("…you answered the pricing question before the client finished asking…"). Impact: the effect it had ("…which made them feel rushed and they went quiet"). It works because it's specific and factual instead of vague or judgemental — you describe what happened and its effect, not a character verdict, so the person can hear it and change it. Same structure works for praise and for criticism.

Who is this for?

What you'll get

Watch

The Annie E. Casey Foundation · method explainer · ~5 min · 245K views

Do the challenge

1. 1Pick one piece of feedback to give

   Think of feedback you've been avoiding or giving vaguely — for a report, peer, even upward. Something specific that happened. You'll restructure it with SBI.

   💡 SBI works for positive feedback too — and praising with SBI ("you did X, which had Y good impact") makes good behavior repeat. Use it both ways.

2. 2Name the Situation and Behavior — observably

   Situation: the specific when/where ("In yesterday's review…"). Behavior: exactly what they did, as a camera would see it, with no labels or interpretation ("…you interrupted the client twice" — not "you were rude").

3. 3State the Impact

   Describe the effect the behavior had — on you, the team, the work, or the outcome ("…the client stopped sharing and we lost useful context"). Impact is what makes the feedback matter and motivates change.

4. 4Deliver it and invite their view

   Say the SBI, then pause and ask "how did you see it?" Feedback is a conversation, not a verdict. Giving it privately, promptly, and with curiosity is what makes it land and preserves the relationship.

   💡 Help me give feedback using the SBI method (Situation, Behavior, Impact). What happened: [describe the specific event and what the person did]. The effect it had: [impact]. Write it as clear, fair, non-judgemental SBI feedback I can say in a 1:1 — describing the behavior observably (no character labels), and ending with an open question to hear their view.

SBI FEEDBACK — Say the Hard Thing So It Lands

① SITUATION (specific when/where — no generalising)
"In [yesterday's client call / Monday's standup / the review]…"

② BEHAVIOR (what they did — observable, no labels or interpretation)
"…you [did exactly this — as a camera would see it]…"
(NOT: "you were careless/rude/negative" — that's a verdict, not a behavior)

③ IMPACT (the effect it had)
"…which [effect on you / the team / the work / the outcome]."

④ INVITE THEIR VIEW
"How did you see it?"  (then listen — it's a conversation, not a verdict)

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EXAMPLE:
"In Monday's standup (S), you shared the update after the decision was made (B),
so the team missed the chance to weigh in (I). How did you see it?"

RULES: private · prompt · behavior not character · works for praise too.