2. Use the SBI (Situation-Behavior-Impact) and DESC (Describe-Express-Specify-Consequences) Models
Think back to a time when you needed to give someone difficult feedback. Maybe you felt anxious, worrying you’d phrase something incorrectly and inadvertently damage the relationship. Thankfully, there’s good news: You don’t need to navigate these tough conversations by instinct alone. Instead, you can rely on clear, proven frameworks designed specifically to make delivering constructive feedback easier, more effective, and less stressful.
Two of the best frameworks for structured, respectful, and impactful feedback conversations are the SBI (Situation-Behavior-Impact) and DESC (Describe-Express-Specify-Consequences) models. Let’s break each one down step-by-step, so you can master giving constructive feedback confidently and clearly (without overusing the word clearly).
The SBI Model: Situation-Behavior-Impact
The SBI framework helps you organize your feedback into three straightforward steps, making your conversation factual, objective, and actionable.
Step 1: Situation (Set the context)
Start by describing the specific situation in which the behavior occurred. Mention when and where it happened. This clarity helps the listener remember exactly what you’re referring to.
Example:
“During yesterday’s team meeting…”
Step 2: Behavior (Describe what happened)
Next, describe the observable behavior. Stick to facts and avoid assumptions or judgments. The clearer you are about the behavior, the more likely the listener will understand and accept your feedback.
Example:
“You interrupted your colleagues several times while they were speaking.”
Step 3: Impact (Explain the consequence)
Finally, explain the impact of the behavior—how it affected you, others, or the situation. Explaining why the behavior matters helps the listener understand its significance.
Example:
“This led to some frustration among team members and prevented others from fully sharing their ideas.”
Putting it together:
“During yesterday’s team meeting (Situation), you interrupted colleagues several times while they were speaking (Behavior). This led to frustration among team members and prevented others from fully sharing their ideas (Impact).”
By using the SBI model, you focus feedback on specific behaviors and outcomes, reducing defensiveness and promoting improvement.
The DESC Model: Describe-Express-Specify-Consequences
The DESC framework provides a structured approach, particularly helpful when conversations are emotionally charged or require you to set clear expectations. It lets you clearly express concerns, state your feelings, set expectations, and outline potential consequences—all respectfully and constructively.
Step 1: Describe (Identify the behavior clearly)
Begin by objectively describing the specific behavior or situation. Stick to facts, avoiding any judgments or assumptions.
Example:
“In recent weeks, your reports have consistently missed their deadlines.”
Step 2: Express (Share how you feel)
Express your concerns or feelings about the situation. Be professional yet honest about the effect the behavior has on you or the team.
Example:
“I’m concerned because these delays are causing frustration within the team and affecting our overall project timeline.”
Step 3: Specify (State your expectations clearly)
Specify exactly what changes or actions you want to see going forward. Clear guidance helps ensure improvement.
Example:
“I’d appreciate it if you could submit your reports by the agreed deadline moving forward.”
Step 4: Consequences (Clarify potential outcomes)
Explain the positive outcomes if the changes occur or the potential negative outcomes if they don’t. This highlights the importance of addressing the feedback promptly.
Example:
“Meeting these deadlines will help the team stay on track, reduce stress, and improve overall productivity.”
Putting it together:
“In recent weeks, your reports have consistently missed their deadlines (Describe). I’m concerned because these delays cause frustration within the team and affect our overall project timeline (Express). I’d appreciate it if you could submit your reports by the agreed deadlines moving forward (Specify). Meeting these deadlines will help the team stay on track, reduce stress, and improve overall productivity (Consequences).”
The DESC model empowers you to give clear, respectful, and action-oriented feedback—even in challenging situations.
When to Use SBI vs. DESC
While both frameworks help structure feedback effectively, each has its strengths:
SBI is ideal for straightforward, factual, and behavior-focused feedback. It’s especially effective in situations that don’t require deep emotional exploration.
DESC is particularly helpful in emotionally sensitive situations, or when clear expectations and outcomes must be explicitly stated to drive improvement.
Choose the approach based on the situation’s complexity and emotional context.
Quick Checklist: Using SBI and DESC Models Effectively
SBI Model Checklist:
Have I clearly defined the Situation (when and where)?
Did I describe the specific Behavior without judgment?
Have I clearly explained the Impact of the behavior?
DESC Model Checklist:
Have I objectively Described the behavior?
Have I respectfully Expressed my concerns or feelings?
Have I clearly Specified what change I want?
Have I outlined clear Consequences or benefits of making that change?
Real-World Examples: Using SBI and DESC
SBI Model Example:
Situation: “During yesterday’s client call…”
Behavior: “…you interrupted the client a few times.”
Impact: “…this visibly frustrated the client and made the conversation awkward.”
Full example:
“During yesterday’s client call, you interrupted the client a few times while they were speaking. This visibly frustrated the client and made the conversation awkward. Could you allow the client to finish speaking before responding next time?”
DESC Model Example:
Describe: “Recently, there have been several errors in your monthly reports.”
Express: “I’m concerned because these mistakes are affecting our accuracy and client trust.”
Specify: “Moving forward, could you please double-check the data thoroughly before submission?”
Consequences: “Doing so will help maintain our reputation and ensure client satisfaction.”
Full example:
“Recently, there have been several errors in your monthly reports. I’m concerned because these mistakes affect our accuracy and client trust. Moving forward, could you please double-check the data thoroughly before submission? Doing so will help maintain our reputation and ensure client satisfaction.”
Final Thoughts: Mastering Feedback with SBI and DESC Models
Using structured frameworks like SBI and DESC makes delivering difficult feedback much easier, clearer, and more effective. These approaches keep feedback constructive, specific, respectful, and actionable—transforming tough conversations into positive opportunities for growth.
Ready to move forward with more tools for managing emotional responses and staying professional during challenging conversations? Excellent—let’s continue building your confidence in delivering effective, respectful feedback.