Conversation
SBI Feedback
A three-part structure for delivering feedback that is specific, observable and actionable — without triggering defensiveness.
Use SBI when you need to name a behaviour clearly: co-founder feedback, 1:1s, performance conversations, or any moment where vague criticism ("you're not engaged") shuts the conversation down before it starts.
The three parts
Situation
Anchor the feedback in a specific time and place. No generalisations — one concrete moment.
“Last week in our quarterly product planning meeting…”
Behaviour
Describe what the person did — observable actions only, not labels or assumptions about intent.
“…when Alex, our new PM, started presenting their roadmap, you interrupted them before they finished their first point.”
Impact
Explain the consequence — on the team, the outcome, or the working relationship. Stick to what happened, not character judgments.
“…after that, Alex stopped contributing for the rest of the meeting.”
Why this works
- Increases the chance feedback is heard and acted on
- Reduces defensiveness by separating facts from interpretation
- Works for positive feedback as well as corrective
Lead with situation and behaviour, not impact on your feelings. "I feel like you don't respect me" before naming what happened invites defensiveness. Name what you saw first — then the effect.
The opposite of SBI is "you always": "You always do this. You always think you're right." The only available answer is "no I don't" — generalisations trigger defence. One situation, one behaviour, one impact.
Source / credit
Center for Creative Leadership · Situation-Behavior-Impact (SBI)™ · Adapted for Outstride OS
Related capabilities
Related tools
Work with Ben
Want help installing this?
Outstride OS is the system behind Ben's founder coaching — pre-seed to Series C. If this page names something you are living right now, start a conversation.