It reminds me of one of the first feedback models I learned, called SBI (situation, behavior, impact). Finally, I started adding an E (waiting) at the end of the equation: Tim: “Well, I noticed that you were really engaged during those two hours, and when you came to the whiteboard and helped the team visualize how our decisions could affect the customer, it was really impressive, but also very helpful. I struggled to understand where we could make a difference, and your drawings really brought the point home. This made me understand that if the solution is fuzzy, it always seems to help to take a marker and interpret things. Try to use measurable information in your description of behavior. Your comments thus remain specific and objective. To conclude, talk about what your team member needs to do to change this behavior in the future, or, if their behavior has had a positive effect, how they can build on that. This includes how a person has behaved in a particular situation that you want to comment on. A person`s behavior informs feedback and allows you to assess whether the behavior of the situation has helped in a good or bad way. Behavior: What behavior have you observed concretely on which you want to give feedback? Avoid subjective assumptions or judgments about a person`s behavior. These could be false and harm your comments. SBI™ Feedback helps us think about the impact of our behavior on others. If you use the SBI tool, you want to know exactly what the person did or didn`t do in the situation that was either useful or in need of improvement.
Building on the examples above and let`s add behavioral language: first, talk about the specific situation that occurred and let the person know about the behavior that caused the problem. Next, add how this behavior had a negative effect on the situation or caused it. Specifically write down new information and things that surprise you. Do you agree with critical stakeholders and likely effects? Do you understand the relevant history and context? Expectation: How could the person change this behavior in the future to achieve a different result? What might this other result look like? Behavior is one of the hardest parts of giving SBI feedback because you want to base your feedback on what you`ve observed directly, not on the behavior others have described to you or on the assumptions you`ve made about what may have happened before or after the situation you`re commenting on. . . .