Here's a good example of feedback. (Thanks Ryan for the link.)
Weitzel's feedback technique is called SBI (shorthand for Situation-Behavior-Impact). Following these steps can help the receiver more easily see what actions he or she can take to continue or improve performance or to change behavior that is ineffective or even an obstacle to performance. An effective feedback message tells the receiver the impact of a specific behavior on the sender. Here is an example of how to use the three-step model:
Step 1: Capture the Situation ("Yesterday morning in staff meeting,...")
Step 2: Describe the Behavior ("you had a number of side conversations and at times were joking during my presentation.")
Step 3: Deliver the Impact ("When you were talking to others while I was speaking, it was very disruptive to what I was trying to accomplish. I felt frustrated and annoyed by it.")
From http://www.workdyn.com/TOOLS-FeedbackModel.html
1 comment:
From what I learnt, the SBI model is for positive feedback and the SBIBI is for developmental feedback ... so the example should have 2 more steps (because it's negative/developmental feedback):
Step 4: Describe the new Behavior ("In the future i would like you to concentrate on the information i am presenting and not distract the others in the room")
Step 5: Deliver the Impact ("This will allow me to deliver my presentation more effectively which will benefit both you and the others.")
Ryan
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