A Simple Model for Effective Feedback - Part 2

In Part 1, we looked at one of the more popular models for providing feedback : the Situation - Behaviour - Impact model. While this model is useful in setting the context and making your point clearly, it fails to address the ultimate objective of feedback - change in behaviour.

Many managers get this, which is why they would add something like "I want you to stop doing this" or "I want you to apologise to Satish". While this seems to make the feedback complete, it isn't. For your team member to change behaviour, they need to commit to it. And before they can commit to change, they need to agree there is a need for change. Therefore, to complete the process there are two further steps - Alignment and Resolution.

Once you make your point, it is important to check for alignment. Ask them if they see it the same way. It is likely they don't. This is particularly the case when your feedback is based on your evaluation/interpretation of their behaviour, not the behaviour itself. This is another opportunity for you to make sure you are addressing observable behaviour - something that would be captured on a video camera.

Sometimes, they agree with your description of their behaviour, but make excuses, blame the other person, or justify it in other ways. When this happens, gently but firmly bring back the conversation to their behaviour and why it needs to change.

Once you reach agreement on the behaviour and the need to change it, it is time for resolution. Avoid the temptation to speed things up by telling them what to do. Instead, ask them what action they are going to take. This ensures they genuinely understand the impact of their behaviour, and that the action they propose is appropriate.

If they seem stuck for ideas, you can make suggestions or brainstorm together, but let them choose what action they will take. This is critical because it fosters commitment - people are more likely to take action when it is their own idea.

Putting it all together, you can give effective feedback, if you follow the SBIAR model:

Situation    - Make sure they understand the context
Behaviour  - Describe observable behaviour, as a video camera would record
Impact        - Describe the impact of their behaviour, why it matters
Alignment  - Ensure they see it as you do
Resolution - Get them to commit to specific actions

What are some other models of giving feedback that you have found effective?

​Please leave a comment below or send me an email, and I’ll do my best to answer your questions.