Feedback That Builds Trust: The Power of the SBI Model

One of the most important responsibilities of leadership is providing regular, consistent feedback. Not once a year during performance reviews, but in the moment—when it can actually make a difference.

The SBI model is a simple, effective framework leaders can use for both constructive and positive feedback.

S – Situation: Identify the specific situation.B – Behavior: Describe the observable behavior (not the person).I – Impact: Explain the impact that behavior had.

Here’s an example of constructive feedback:“In yesterday’s client meeting (Situation), when you interrupted before the client finished speaking (Behavior), it caused them to disengage (Impact). Let’s work on allowing more space for clients to finish their thoughts.”

And here’s an example of positive feedback:“During last week’s team workshop (Situation), you encouraged quieter voices to join the discussion (Behavior), which made the group feel more included and led to better ideas (Impact). Keep it up!”

When leaders use the SBI model, they create clarity, build trust, and reinforce the behaviors that drive results.

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