Use the S-B-I method to structure your feedback

Feedback conversations often turn into defensive or conflict conversations. Have you ever paused to reflect on why that is so? If it is such a prevalent problem, what can we do to overcome it? 

After all, feedback is an essential tool for personal and professional development. It allows individuals, like you and me, to identify areas for improvement and make positive changes. 

Research has shown that structured feedback is more likely to be accepted and acted upon than unstructured feedback. This is because structured feedback is clear, specific, and actionable. It also helps to reduce defensiveness and foster a more open and productive conversation.

The S-B-I method of giving feedback is a simple and effective framework for giving structured feedback. Broken down, S-B-I stands for Situation, Behaviour, and Impact.

You can read about how to use this method to structure your feedback so that the recipient gets the most out of your feedback.

Read the whole blog here.

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