SBIQ Feedback

Most feedback leaves people defensive or confused because it skips straight to the verdict. SBIQ gives you a four-part structure that keeps feedback grounded in what actually happened.

S
Situation
When and where did it happen? Ground the conversation in one specific, neutral moment.
B
Behavior
What did they specifically do or say? Observable actions only — no judgments or labels.
I
Impact
What was the concrete result? Name the actual effect on people, work, or outcomes.
Q
Question
End with an open, forward-looking question that invites the other person into dialogue.
Two examples
Example 1 — Corrective Feedback

Your colleague Maya joined a project kickoff call 15 minutes late without notice. The team had to pause and spend time recapping context before the meeting could continue.

Without SBIQ

"You're always late and it's really disrespectful. Everyone has to wait for you and it makes the whole team frustrated."

With SBIQ
S"During our project kickoff call last Tuesday,
Byou joined 15 minutes after it started without advance notice.
IThe team had to pause and spend 8 minutes recapping context before we could continue.
QWhat would help you join on time in the future?"
Example 2 — Confirming Feedback

Your direct report Sam noticed a client had been waiting two days for a contract response. Without being asked, Sam researched the answer and replied directly. The client sent a thank-you the same afternoon.

Without SBIQ

"Sam, you absolutely crushed that client call! You're such a natural with people. Keep doing what you're doing!"

With SBIQ
S"Last Friday, when a client had been waiting two days for a response,
Byou researched the answer independently and sent it directly to the client without being asked.
IThe client responded with a thank-you the same afternoon.
QHow did you decide to handle it that way?"
Learning Lab

SBIQ Feedback Coach

Learn to give specific, non-judgmental workplace feedback using the Situation → Behavior → Impact → Question framework.

S Situation B Behavior I Impact Q Question
Write It Yourself

SBIQ Feedback Coach

Read a scenario and write your own SBIQ feedback from scratch. Claude scores each component and coaches you.

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Example 1 of 3
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Easy · See the Difference
Scenario 1 of 3
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Medium · Spot the Flaw

Which components are missing or broken?

Read the scenario and the feedback below. Check every SBIQ component you think is flawed, then submit for instant coaching.

Feedback to evaluate

Which components are flawed? Check all that apply.

Hard Mode
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Write SBIQ feedback for this scenario

S

Situation

When and where did this happen? Be specific.
0 words
B

Behavior

What specific, observable action did they take? No judgments or character assessments.
0 words
I

Impact

What was the concrete, observable effect? Name the actual consequence.
0 words
Q

Question

Ask something open-ended that invites dialogue and is forward-looking.
0 words
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Hard Mode

Your Answer Bank

Your saved SBIQ responses. Use these as a reference before real feedback conversations.

Well done.

You've practiced giving workplace feedback using the SBIQ framework. A few things to keep in mind when you use it for real:

  • →Anchor your feedback to one specific moment, not a pattern or a personality trait.
  • →Describe what you saw or heard, not what you decided it meant about the person.
  • →Ask a real question at the end. One you actually want the answer to.
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