Management

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  • SBRI model
    Last edited: 2024-01-10

    # SBIR model

    A powerful model to give impartial feedback to make the person be as least defensive as possible.

    • Situation - Where did this event happen and what was the context.
    • Behaviour - What behaviour did the demonstrate, try to be objective.
    • Impact - Talk about the impact of that behaviour as you perceive it.
    • Response - What is their response or perception of the event.

    # References

  • The secret to giving great feedback
    Last edited: 2024-01-10

    This video is about how to give feed back. In particular it talks about the SBRI model .

    Notes

    • 00:22 The key to management is to give and receive feedback
    • 00:50 Only 26% of employess say that feedback helps them
    • 01:10 Either feedback is too soft that they don’t realise they are getting feedback or too hard and people get defensive
    • 01:50 4 part formula to give feedback
      • 02:00 Ask a question to let them know feedback is coming
        • Question should be short but clear e.g.
          • Do you have 5 minutes to talk about how that last conversation went?
          • I have some ideas to improve things. Can I share them with you?
        • Prepares people for feedback
        • People get buy-in and a choice. People like to feel autonomous
      • 02:40 Provide data to justify your statement
        • Name specifically what you saw or heard
        • Don’t use Blur words , be objective and specific
      • 03:35 Show impact
        • Name how this impacted me or an outcome.
        • Try not to be objective about other peoples actions say ‘I feel’
      • 04:00 End on a question
        • Gets buy in and allows them to own it e.g.
          • Oh do you see it?
          • This is what I am thinking, but what are your thoughts about it?
    • 04:32 Great leaders ask for feedback regularly
    • 05:00 This can be applied to lots of difficult conversations