Giving Feedback: The SBIA Model

Giving and receiving feedback can be difficult, and not all feedback is created equal. Feedback is most effective when delivered with clarity and specificity that's constructive and actionable.

Share your feedback from a first-person perspective (use “I” statements). When appropriate and safe, share your thoughts in real-time or as soon as possible after a relevant event, and use the four-part SBIA framework:

1. Situation

Start by describing the context. Pinpoint the exact situation where the behavior occurred. This helps the recipient understand when and where the feedback applies. Example: “During yesterday’s team meeting…”

2. Behavior

Focus on the observable actions, not assumptions or intentions. Be objective and avoid judgmental language. Example: “…you interrupted two colleagues while they were presenting their ideas.”

3. Impact

Explain the effect of the behavior on the team, project, or individuals. This connects the dots and shows why the feedback matters. Example: “This made it difficult for others to share their perspectives and slowed down decision-making.”

4. Action

Offer a constructive suggestion or agree on next steps. This turns feedback into an opportunity for improvement. Example: “Next time, let’s allow everyone to finish before responding.”