The Art of Constructive Feedback

Feedback is essential for growth, but it's often given poorly or received defensively. Master these skills to improve relationships and performance.

Giving Effective Feedback:

Use the SBI Model:

• Situation: Describe when and where the behavior occurred
• Behavior: Explain the specific behavior you observed (not your interpretation)
• Impact: Share how it affected you, the team, or the work

Example: 'In yesterday's client meeting (Situation), when you interrupted the client twice (Behavior), they seemed frustrated and cut the meeting short (Impact).'

Additional Guidelines:

• Be Timely: Give feedback soon after the event, while it's fresh
• Be Specific: Avoid vague statements like 'You need to communicate better'
• Focus on Behavior, Not Personality: Say 'The report had several errors' not 'You're careless'
• Balance Criticism with Recognition: Include what's working well, not just problems
• Offer Solutions: Suggest specific improvements, don't just point out problems
• Choose the Right Setting: Give constructive criticism privately, praise publicly

Receiving Feedback Gracefully:

• Listen Without Defending: Your first reaction should be to understand, not explain
• Ask Clarifying Questions: 'Can you give me a specific example?'
• Thank the Person: Appreciate their effort to help you improve
• Reflect Before Responding: Take time to consider the feedback objectively
• Decide on Action: Determine what you'll do with the feedback
• Follow Up: Show you've taken the feedback seriously by reporting on changes made

Remember: Feedback is a gift. Not everyone will tell you what you need to hear to improve.