Feedback That Works: Mastering the SBIQ Framework

June 28, 2025

Feedback. We all know it’s crucial for growth, but let’s face it—it’s not always easy to give (or hear). Poorly delivered feedback can lead to frustration, defensiveness, and misunderstandings. But when done right, it’s one of the most powerful tools for development and performance improvement.

Enter the SBIQ framework: a simple yet effective method for delivering feedback that’s clear, constructive, and actionable. Whether you’re a manager, peer, or team lead, this approach ensures your feedback hits the mark.



What Is the SBIQ Framework?

The SBIQ framework is a structured way to provide feedback, focusing on four key elements:

  1. Situation: Describe the context where the behavior occurred.
  2. Behavior: Specify the observable action or behavior.
  3. Impact: Explain the effect of the behavior.
  4. Question: Invite a response or discussion to ensure clarity and collaboration.

Let’s break it down step by step.

How to Use the SBIQ Framework

1. Situation: Set the Scene

Start by describing the context to ground your feedback in a specific moment. This prevents generalizations and helps the recipient understand the feedback’s relevance.

Example:
"During last Friday’s team meeting..."

2. Behavior: Focus on the Action

Talk about what the person did—not who they are. This keeps the feedback objective and avoids making it feel personal.

Example:
"...you presented your project updates clearly and concisely, but didn’t allow time for questions from the team."

3. Impact: Highlight the Effect

Explain how the behavior affected the team, project, or organization. This connects the dots between the action and its outcomes.

Example:
"...as a result, the team didn’t have the opportunity to address concerns, which delayed alignment on next steps."

4. Question: Open the Dialogue

Wrap up by inviting input or collaboration. This creates a two-way conversation, fostering understanding and ownership.

Example:
"How do you think we can ensure the team has time to ask questions in future meetings?"

Why the SBIQ Framework Works

  • Clarity: Each step ensures the feedback is specific and grounded in facts.
  • Objectivity: By focusing on behaviors, not personalities, SBIQ reduces defensiveness.
  • Collaboration: Ending with a question invites engagement and co-ownership of solutions.

SBIQ in Action: Examples

Positive Feedback

Situation: "During the client presentation yesterday..."
Behavior: "…you addressed all their concerns proactively and provided clear, well-supported recommendations."
Impact: "…this impressed the client and strengthened their confidence in our ability to deliver."
Question: "How can we build on this for future presentations?"

Constructive Feedback

Situation: "During the brainstorming session last week..."
Behavior: "…you interrupted others a few times before they could finish their ideas."
Impact: "…this discouraged quieter team members from sharing their thoughts and limited the range of ideas we explored."
Question: "What strategies could you use to create more space for others to contribute?"

Tips for Mastering SBIQ

  1. Be timely: Deliver feedback as close to the event as possible. Fresh examples resonate more.
  2. Stay specific: Vague feedback like “good job” or “needs improvement” doesn’t help anyone grow.
  3. Use neutral language: Avoid judgmental or emotional wording that might trigger defensiveness.
  4. Practice: The more you use SBIQ, the more natural it becomes. Role-play with a peer or mentor if needed.

When to Use SBIQ

The SBIQ framework is versatile and works in a variety of settings:

  • One-on-one meetings: Provide targeted feedback to help direct reports grow.
  • Team discussions: Highlight collective behaviors that need improvement.
  • Peer feedback: Offer constructive input without overstepping boundaries.


Building a Feedback Culture with SBIQ

Feedback shouldn’t just happen during annual reviews. To truly unlock its power:

  • Make feedback a regular part of your team’s rhythm, like weekly check-ins or retrospectives.
  • Train your team to use SBIQ themselves—peer-to-peer feedback is just as important as manager-to-employee feedback.
  • Model the behavior: When leaders give great feedback, it inspires others to follow suit.



Feedback doesn’t have to be awkward or anxiety-inducing. With the SBIQ framework, you can create feedback moments that feel productive, empowering, and even collaborative.

So next time you need to give feedback, skip the vague platitudes or knee-jerk critiques. Instead, use SBIQ to keep it clear, focused, and impactful—and watch your team thrive.

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