SBI Feedback Model: Situation, Behavior, Impact
The SBI feedback model organizes feedback around three elements: the situation, the observable behavior, and its impact.
This helps you describe what actually happened without presenting interpretation as fact. The result is specific, actionable feedback focused on behavior rather than personality.
- Observation, not judgment
- Name the impact
- Clarify the next step
SBI in 3 steps
SBI organizes feedback into a situation, observable behavior, and impact. This keeps the message specific without judging intent or personality.
Situation
Name the moment and context.
Behavior
Describe what you saw or heard, without interpretation.
Impact
Name the concrete effect on people or work.
What SBI sounds like
Example from a sprint planning session:
Situation
During Tuesday's sprint planning,
Behavior
you interrupted Sarah twice before she could explain the risk.
Impact
The risk was missed; delivery slipped by two days.
The message names the situation, behavior, and consequence. Character and intent stay out of it.
When this method helps
Use SBI when you want to reinforce or change a specific behavior and can name its impact.
Limits and when to pause
SBI structures the message, not the whole conversation. It does not establish intent. Ask instead of assuming why the behavior occurred.
Where Reflacto uses this method
Choose the situation you want to reflect on:
Key benefits
- Separates observation from judgment
- Shows why the behavior matters
- Makes the desired next step specific
Questions Reflacto asks
Reflacto turns the method into these concrete reflection questions:
- 1What specific situation requires feedback?
- 2What behavior was problematic?
- 3What negative impact did it have on the team or outcomes?
- 4How can you phrase feedback constructively and solution-focused?
- 5How will you support the person in improving?
Common questions about SBI feedback
What if the person disputes my observation?
- Check whether you described or interpreted. Return to when it happened and what was said. If the facts remain contested, establish a shared account first.
When should I give the feedback?
- Within a few days, while details are fresh. If much time has passed, address the next occurrence promptly.
Does SBI work for praise?
- Yes. Instead of saying “Good job,” name the helpful behavior and its impact. The person then knows what to repeat.
How is SBII different from SBI?
- SBII adds Intent. Ask about it when you may have understood the situation differently.
Can I use SBI with my manager?
- Yes. First ask whether the timing works. Describe one specific situation and only the impact you observed yourself.
Origin and Reflacto's adaptation
The Center for Creative Leadership developed SBI and holds Situation-Behavior-Impact (SBI)™ as a trademark. CCL does not publish a specific founding year.
Also known as: Situation–Behavior–Impact, SBI feedback model
What Reflacto changed
Reflacto adds a fourth question to the three SBI steps: What should be repeated or changed next time? Positive and developmental feedback use separate wording.
Primary sources and further reading
- Center for Creative Leadership: the SBI methodThe originating organization explains Situation, Behavior and Impact and its SBII extension.
- Center for Creative Leadership: SBI in development conversationsThe originating organization shows how the SBI model carries four kinds of talent development conversation.
- Kienbaum: German glossary entry on feedback methodsdeA German HR consultancy defines the situation, behavior and impact steps in German.
Editorially reviewed by Daniel Schmeiß
Last substantive review: August 30, 2026
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