Behavior Impact Get Agreement

Focusing on the effects of behaviour could help others rethink their actions. This may be an opportunity to get them to think about their behaviour. It is especially useful because you give feedback without judging or making assumptions. The most important part of the SBI feedback model. It describes the impact of the person`s behaviour on the information giver or others. Indicating the impact of a situation or behaviour closes the feedback process and allows the recipient and donor to propose a solution or correct their mistakes. So how do you argue about why a person chose a certain way? We recommend closing the gap between intent and effect using the impact of the situation (SBI). This reminds me of one of the first feedback models I learned, called SBI (situation, behavior, effect). Finally, I started adding an E (waiting) at the end of the equation: Behavior: describe the behavior of the other person (but only mention the actions you have observed yourself). First, you discuss the specific situation that has occurred and inform the person of the behaviour that caused the problem. Next, indicate how this behaviour had a negative impact on the situation or caused it. Behaviour is one of the most difficult parts of the SBI`s comments, because you have your comments on what you observed directly, not on the behaviour that others have described to you, or on the assumptions you have made about what may have happened before or after the situation you are commenting on. We need to start having difficult discussions and ask the right questions.

And we also need to inform people of the impact of their work. Behaviour: How did you find your behaviour in this situation? If you don`t specify the impact of a person`s behavior on you, what`s the point of giving feedback. Instead of comments, the comment above becomes a comment about bad work, which is certainly relevant, but not useful. What you need to impress when, how one person`s behavior affects you and others. Tim: “Well, I realized that you were really engaged during those two hours, and when you got on the whiteboard and helped the team visualize the impact our decisions could have on the client, it was really impressive, but also very helpful. I had a hard time understanding where you could tell the difference, and your drawings really brought that point home. This made me understand that if the solution is fuzzy, taking a marker and using objects always seem to help.┬áIn each situation, you must give feedback to a team member or team member.

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