Providing Constructive and Empowering Feedback

Learn SBI and DESC methods to deliver empowering feedback as a mentor. Build trust and promote growth with actionable techniques. Start applying today.

Keypoints

Apply SBI (Situation-Behavior-Impact) or DESC (Describe-Express-Specify-Consequences) models to structure clear, actionable feedback.
Balance criticism with recognition using techniques like the Sandwich Method to maintain psychological safety and confidence.
Deliver feedback in real-time with concrete examples and open-ended questions to encourage self-reflection and development.

Frequently Asked Questions

What are the core components of the SBI feedback model?

SBI requires describing the specific Situation, the observed Behavior, and the concrete Impact of that behavior on the team or project.

How does the DESC method structure constructive feedback?

DESC involves: Describing the behavior, Expressing its effect, Specifying desired changes, and outlining Consequences of action/inaction.

When should mentors use the Sandwich Method?

Use when addressing sensitive issues - start with strengths, insert constructive criticism, then end with encouragement to maintain confidence.

Why is real-time feedback more effective for mentors?

Immediate feedback links clearly to specific behaviors, prevents resentment buildup, and demonstrates ongoing investment in development.

What questions promote mentee self-reflection during feedback?

Ask 'How do you think that went?' or 'What approaches might work better next time?' to encourage ownership of growth.

Collaborate with your mentee to create an action plan with specific steps and timelines after feedback discussions.

Frame feedback around growth opportunities by explicitly linking it to the mentee's development goals.

Verify mutual understanding by asking the mentee to summarize key takeaways and next steps post-feedback.

DON'T DO

Don’t use ambiguous language; always reference observable behaviors and tangible outcomes.

Don’t neglect to establish psychological safety before diving into critical feedback discussions.

Don’t monopolize the conversation; create space for the mentee to ask clarifying questions and share reactions.

Delivering Supportive and Actionable Feedback

As a mentor in a company setting, your ability to provide effective feedback directly impacts your mentee’s professional growth. Constructive feedback establishes work ethic foundations while strengthening communication channels within your mentoring relationship.

Structured Feedback Approaches

Research-backed frameworks help organize your feedback for maximum impact:

The SBI Model

Situation: Identify the specific context where behavior occurred
Behavior: Describe observable actions without interpretation
Impact: Explain how the behavior affected outcomes or relationships

The DESC Method

Describe the exact behavior you observed
Express how this behavior affects the team or project
Specify desired changes or expectations
Clarify the Consequences of change or inaction

Establishing a Supportive Feedback Environment

Create psychological safety by:

Framing feedback as developmental rather than critical
Avoiding confrontational language when addressing concerns
Encouraging self-assessment with questions like “How do you view this situation?”
Emphasizing growth opportunities rather than fixed shortcomings

Optimizing Feedback Timing and Delivery

Maximize effectiveness by:

Providing input soon after observing behaviors
Scheduling regular check-ins rather than annual reviews
Balancing recognition with developmental suggestions
Making feedback an ongoing dialogue rather than one-way communication

Applying the Sandwich Method in Mentoring

This balanced approach works particularly well for mentees:

“Your analytical skills on the quarterly report were exceptional (positive). The executive summary could benefit from more concise language (constructive). I know with your attention to detail, you’ll make this even stronger next time (positive).”