Communication

FFC Technique

Give feedback that is clear, specific, and actionable by combining Feeling, Fact, and Comparison.

4 Patterns of Team Conflicts

Summary of typical conflicts in the workplace, discover proven strategies

Active Listening Spiral

A framework enhances understanding, empathy, and responsiveness.

Thomas-Kilmann Conflict Mode Instrument (TKI)

Using dual concern theory to understand and resolve conflicts.

10-10-10 Meeting Model

Structure 30-minute meetings into focused parts for better feedback.

ORID Focus Conversation

Help groups move from information gathering to action in a structured and inclusive way.

Harvard Negotiation Principle

Six negotiation principles help both sides get more of what they want.

ZOPA

A practical negotiation concept that defines where a deal is actually possible.

VSNC Framework

Persuade and inform with clarity by structuring your message.

COIN Model

Deliver clear, non-judgmental feedback by separating facts, impact, and next actions.

Radical Candor

Being a great manager without losing your humanity.

CLEAR 1

Strengthen alignment between your priorities and your manager’s expectations.

SBI Model: Structuring Feedback for Clarity

Deliver objective feedback by separating situation, behavior, and impact.

Goal: Eliminate ambiguity and defensiveness by focusing strictly on observable behavior and its consequences.
Flow Summary: Situation (Context) → Behavior (Action) → Impact (Result)
Best For: Timely Feedback; Reducing Defensiveness; Performance Reviews; Coaching

Struggling With Feedback?

Have you ever walked away from a feedback conversation wondering if the other person actually understood your point? Or perhaps, you've felt unsure how to frame your feedback without it sounding vague or overly critical.

The SBI model (Situation-Behavior-Impact) is here to help.

This proven framework simplifies feedback delivery, making it clear, actionable, and meaningful.

Developed by the Center for Creative Leadership, is a structured approach to providing feedback.

It breaks feedback into three clear components:

Situation: When and where the observed behavior occurred.
Behavior: What the person did, described in specific terms.
Impact: How the behavior affected others or the situation.

This step-by-step method ensures your feedback is precise, focused, and easy to understand.

The 3 Components of SBI Model

Describe the Situation: Set the context, like, "During yesterday's team meeting..."

Highlight the Behavior: Be specific, e.g., "You interrupted several times during the discussion."

Explain the Impact: Share the outcome, e.g., "This caused others to hesitate in sharing their ideas."