I like the positive example. I think as you also eluded to, is important for leader to provide possible ways to help the colleague so the team can win together.
[00:07] 🤖 The SBI Feedback model is a great tool for giving clear and specific feedback that leads to behavior change. [00:21] 🛡 It's important to support your people with the right feedback to help them develop. [00:35] 💼 When giving feedback, it's important to be specific about the situation, behavior, and impact. [01:14] 💡 The SBI model helps you deliver more effective feedback by focusing your comments on specific situations and behaviors. [01:29] 📝 The SBI model has a simple structure: situation, behavior, and impact. [01:43] 🎯 When you structure feedback in this way, your people will understand precisely what you're commenting on and why. [01:57] ⚖ The SBI method helps you avoid making assumptions that could upset the other person and damage your relationship with them. [02:10] 📍 The first step of the SBI model is to define the situation. [02:24] 👀 The next step is to describe the specific behaviors that you want to change or reinforce. [02:39] 🛑 You must communicate only the behaviors that you observed directly and you must not make assumptions or subjective judgments about these behaviors. [02:54] ❌ For example, if you saw that a colleague made mistakes in a presentation, you should not assume that they hadn't prepared thoroughly. [03:09] 🎯 You should be very specific about what the mistakes were. [03:20] 📈 The last step is to explain the impact of their actions on you, the team, and the company. [03:33] 👂 When you want to change someone's behavior, you should never call it negative feedback because all feedback should have a positive intent. [04:00] ✅ You can use the SBI model for reinforcing someone's good actions or behaviors. [04:14] 🤝 Once you've delivered your feedback, encourage the other person to think about the situation and to understand the impact of his or her behavior. [04:27] 📈 Allow the other person time to absorb what you've said and then go over specific actions that will help him or her to improve. [04:41] 🧠 The feedback might immediately be followed by a short informal coaching session or you could also set a time for a formal coaching session in the next few days to support the person's development. [04:56] 📝 In summary, the SBI Feedback model is a great tool for managers to deliver clear, specific, and actionable feedback.
I like the positive example. I think as you also eluded to, is important for leader to provide possible ways to help the colleague so the team can win together.
[00:07] 🤖 The SBI Feedback model is a great tool for giving clear and specific feedback that leads to behavior change.
[00:21] 🛡 It's important to support your people with the right feedback to help them develop.
[00:35] 💼 When giving feedback, it's important to be specific about the situation, behavior, and impact.
[01:14] 💡 The SBI model helps you deliver more effective feedback by focusing your comments on specific situations and behaviors.
[01:29] 📝 The SBI model has a simple structure: situation, behavior, and impact.
[01:43] 🎯 When you structure feedback in this way, your people will understand precisely what you're commenting on and why.
[01:57] ⚖ The SBI method helps you avoid making assumptions that could upset the other person and damage your relationship with them.
[02:10] 📍 The first step of the SBI model is to define the situation.
[02:24] 👀 The next step is to describe the specific behaviors that you want to change or reinforce.
[02:39] 🛑 You must communicate only the behaviors that you observed directly and you must not make assumptions or subjective judgments about these behaviors.
[02:54] ❌ For example, if you saw that a colleague made mistakes in a presentation, you should not assume that they hadn't prepared thoroughly.
[03:09] 🎯 You should be very specific about what the mistakes were.
[03:20] 📈 The last step is to explain the impact of their actions on you, the team, and the company.
[03:33] 👂 When you want to change someone's behavior, you should never call it negative feedback because all feedback should have a positive intent.
[04:00] ✅ You can use the SBI model for reinforcing someone's good actions or behaviors.
[04:14] 🤝 Once you've delivered your feedback, encourage the other person to think about the situation and to understand the impact of his or her behavior.
[04:27] 📈 Allow the other person time to absorb what you've said and then go over specific actions that will help him or her to improve.
[04:41] 🧠 The feedback might immediately be followed by a short informal coaching session or you could also set a time for a formal coaching session in the next few days to support the person's development.
[04:56] 📝 In summary, the SBI Feedback model is a great tool for managers to deliver clear, specific, and actionable feedback.
hi is it ok if i use your video in a training?
Yeah use it
The example of sales presentation is not Positive feedback at all ...