Lecture Notes on Feedback and the SBI Method

Importance of Feedback in Leadership

• Leaders need feedback to improve their leadership skills.
• Feedback is often not given or received effectively.
• Co-workers' behavior can impact our work positively or negatively, but we often do not communicate this impact.
• Specific feedback can help improve work relationships and effectiveness.

Understanding Feedback

• Feedback is different from criticism or praise.
• It is about observation, not judgment.
• Feedback should be timely and specific.

The Situation-Behavior-Impact (SBI) Method

• SBI is a method for giving and receiving specific and constructive feedback.

How to Give Feedback Using SBI

1. Get Permission: Start by asking, "May I give you feedback?"
2. Describe the Situation: Specify when and where the event occurred.
   • Example: "In the meeting today when you proposed your unit take the lead."
3. Describe the Behavior: Be specific, not vague.
   • Example: "You said my unit would provide the materials by next Wednesday."
4. Describe the Impact: Explain how the behavior affected you emotionally.
   • Example: "I felt disrespected because you hadn't asked if it was possible."
   • Positive Example: "I felt complimented that you trusted me."

How to Receive Feedback Using SBI

• Do:
  • Ask for feedback about specific events or actions.
  • Focus on understanding the feedback.
  • Express appreciation for the feedback.
  • Take time to process and decide on actions.
• Don't:
  • Explain or justify your actions.
  • Minimize or dismiss the feedback.
  • Deflect positive feedback.
  • Get angry or withdraw upon unexpected negative feedback.

Encouraging SBI Feedback

• Give and ask for SBI feedback frequently.
• Use SBI forms in meetings to facilitate feedback.
• Review SBI forms to look for patterns and areas for improvement.
• Over time, SBI feedback can become more natural without the need for forms.

Additional Resources

• Learn more about SBI and results-based leadership at www.f.org