Effective feedback is specific, timely, and behavior-focused — not personality-focused. The goal is to change a behavior while preserving the relationship, so the person leaves clear on what happened and able to act.
Use SBI
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SBI FEEDBACK MODEL
SITUATION → when/where it happened ("In yesterday's design review…")
BEHAVIOR → what they did, observable ("…you cut Sam off twice…")
IMPACT → the effect ("…and Sam stopped contributing for the rest of the meeting.")
Compare: "You're rude in meetings" (vague, judgmental) vs the SBI version (specific, actionable).
