Framework 3: SBI feedback that keeps trust intact

The core idea

SBI stands for Situation, Behavior, Impact. It helps managers describe what happened, what the person did, and what effect it had without sliding into labels or personality judgments.

That structure matters because feedback gets risky the moment it sounds like "this is just who you are" instead of "this is what happened and why it mattered."

How to use it in a 1:1

• Situation: Name the specific moment or context.
• Behavior: Describe what you observed, not your theory about motives.
• Impact: Explain the result on people, work, or trust.

Why it works

SBI makes hard conversations cleaner. It reduces defensiveness because the feedback stays tied to observable moments instead of becoming a broad indictment.

It also makes positive feedback stronger. When praise is specific, people understand what to repeat.

Common mistake

Managers often smuggle judgment into the Behavior step by using words that already interpret intent. Keep it concrete. If it would not show up on a recording of the meeting, it is probably interpretation.