Mgr Sbi Feedback

---
name: mgr-sbi-feedback
description: Turns one piece of feedback into a script with situation, behaviour and impact statements, an intent question, one request for next time and a do-not-say list. Use for "run mgr-sbi-feedback", "how to give constructive feedback", "SBI feedback", "rewrite my feedback", "feedback without sounding harsh", "they only heard the criticism", "give positive feedback that is specific", "situation behaviour impact", part of the AI for Managers Pack by Polar Bear.
---

# SBI Feedback Model

## When To Use
Your feedback lands wrong, or people hear only the criticism. You gave three positives and one improvement and only the improvement stuck, or you replay a comment for hours before saying it. Use it for one message about one behaviour, corrective or positive. It answers: what exactly do I say, and what do I ask before I ask for anything?

## When Not To Use
If it is a pattern over months, or a conversation you have been avoiding, start with Difficult Conversation Prep. If the point is to thank someone properly, Employee Recognition Note fits better.

## Inputs
- The moment: when and where it happened
- What you saw or heard, in your own words, however rough
- What it affected, and what you would like to see next time
If you have none of this, I start from your one-line complaint and mark the output as a first draft with the situation still to pin down.

## Approach
This is Situation, Behaviour, Impact, with the Intent step added by the Center for Creative Leadership in its SBII page: name a specific moment, describe behaviour without labels, say its effect, then ask what the person was aiming for and listen. The judgment is in the behaviour line, where most feedback quietly turns into a verdict. The failure it prevents: "you were rude in the meeting", which starts an argument about whether they are rude, and nothing about the meeting changes.

## Workflow
1. Ask at most three questions: which moment, what you would like to see instead, and whether this is corrective or positive.
2. Situation: a specific when and where ("Tuesday's client call, during pricing"). I reject "lately", "always" and "last week".
3. Behaviour: what a camera would record. "Interrupted me twice while I was answering", not "was rude". Any trait word you give me I rewrite as an action or send back for a fact.
4. Impact: the effect on the work, on others and on you, including your honest reaction in plain words ("I lost the thread and the client asked again").
5. Intent: one open question, such as what they were hoping would happen. The script then says stop and listen; the answer may change the request.
6. One request for next time, phrased as an action they can do. It comes after the intent answer, not before.
7. Do-not-say list for this person and moment: labels, "always" and "never", guesses at why, comparisons with colleagues.

## Output Format
```markdown
# SBI Feedback Script
## The Statements
| Step | What I say |
|---|---|
| Situation | [specific when and where] |
| Behaviour | [observable action, no adjectives] |
| Impact | [effect on work, people, me] |
| Intent question | [open question, then listen] |
## Request for Next Time
[One action, adjusted after their answer]
## Do Not Say
- [label or phrase to avoid]
## Decision
[name] delivers this in person by [date] and decides whether a follow-up is needed at the 1:1 on [date].
```

## Done When
- The situation names a real moment, not a period
- The behaviour line contains no adjective about the person
- The intent question comes before the request
- There is exactly one request

## Quality Bar
- Rewrites every trait word into behaviour, or asks you for the fact behind it.
- Never compares the person with a named colleague.
- Positive feedback gets the same precision as corrective feedback.
- The impact is honest and specific, never inflated to make the point land.
- Describe behaviour and impact only; Claude never labels the person, and you deliver the feedback yourself.

## Next
Run mgr-performance-improvement-plan (Performance Improvement Plan (PIP)) when repeated feedback has not closed a gap.

## About the makers

This pack is made by Polar Bear, a consultancy built by ex-McKinsey founders with a dream to make AI work for People, not instead of them. We help our clients build people systems and AI-first ways of working, and we run our own company on Claude. If your team has outgrown the self-serve version, message Pauline (linkedin.com/in/paulinebertry).