Skip to content

Behavior Impact Get Agreement

Start asking when and where this specific situation occurred. Don`t include many different situations in the same bucket. Be specific, talk about a situation as clear as possible. Then describe the person`s behaviour or action. Let us also maintain the facts of this specific situation and what you have observed. Last but not most importantly, you communicate the impact of this action on the team or this scenario. Discuss measurable ways to display effects. Forecast: How could the person change this behaviour in the future to achieve a different result? What might this different result look like? SBI™ feedback helps us to think about the impact of our behavior on others. Impact: What were the specific effects of the behaviour? If you don`t specify the impact of a person`s behavior on you, what`s the point of giving feedback. Instead of comments, the comment above becomes a comment about bad work, which is certainly relevant, but not useful. What you need to impress when, how one person`s behavior affects you and others.

Once you have given your opinion, you encourage the other person to think about the situation and understand the impact of their behaviour and intent. You may not have understood the effects of your actions or you may not agree with your assessment. But the only way to know what someone wanted is to ask them – and the only way to let a person know their effect is to tell them. But these important conversations are rare and we move through our days in a tangle of misjudgments and actions based on false assumptions. SBI feedback™ encourages people to think and improve their behaviour and can help build a team culture of openness and trust. This is a key element in receiving and using positive feedback. Behaviour: describe the other person`s behaviour (but only mention the actions you have observed yourself). Finally, use subjective instructions to describe how the person`s behaviour has impacted you, the team or the organization. Use “I” or “we” to take stock. Focusing on the effects of behaviour could help others rethink their actions. This may be an opportunity to get them to think about their behaviour. It is especially useful because you give feedback without judging or making assumptions.

Behaviour: What behaviour have you observed closely for which you would like to give your opinion? Behaviour is one of the most difficult parts of the SBI`s comments, because you have your comments on what you observed directly, not on the behaviour that others have described to you, or on the assumptions you have made about what may have happened before or after the situation you are commenting on. Tim: “Well, I realized that you were really engaged during those two hours, and when you got on the whiteboard and helped the team visualize the impact our decisions could have on the client, it was really impressive, but also very helpful. I had a hard time understanding where you could tell the difference, and your drawings really brought that point home. This made me understand that if the solution is fuzzy, taking a marker and using objects always seem to help.¬†Often we don`t even realize that we create stories about people in our minds, especially when they disappoint us.