Transition in. Move into "Frameworks for Feedback: SBI & Feedforward" by linking it to the previous slide. Give the group a one-sentence "why this matters" before walking through the points below. Talking points (walk through each in order): 1. SBI Model (Situation-Behavior-Impact). Structure feedback with three clear components for objectivity and clarity Facilitator tip: say this in your own words, then ask the group for a real example of "sbi model (situation-behavior-impact)" from their own team before moving on. 2. • Situation. Describe the context — "In yesterday's client meeting..." Facilitator tip: say this in your own words, then ask the group for a real example of "• situation" from their own team before moving on. 3. • Behavior. Identify the specific action — "...you interrupted the client twice..." Facilitator tip: say this in your own words, then ask the group for a real example of "• behavior" from their own team before moving on. 4. • Impact. Explain the effect — "...which made it hard for them to finish explaining their needs" Facilitator tip: say this in your own words, then ask the group for a real example of "• impact" from their own team before moving on. 5. Feedforward Approach. Focus on future improvements rather than dwelling on past errors. This is solution-oriented and less defensive Facilitator tip: say this in your own words, then ask the group for a real example of "feedforward approach" from their own team before moving on. 6. • Example. "Next time, consider letting the speaker finish their thought before adding your perspective" Facilitator tip: say this in your own words, then ask the group for a real example of "• example" from their own team before moving on. 7. Neutral, Constructive Language. Use phrases like "I noticed..." or "Next time, consider..." to maintain a growth-focused, supportive tone Facilitator tip: say this in your own words, then ask the group for a real example of "neutral, constructive language" from their own team before moving on. 8. Why These Work. Both frameworks keep feedback specific, behavior-based, and forward-looking—making it easier to receive and act on Facilitator tip: say this in your own words, then ask the group for a real example of "why these work" from their own team before moving on. Engage the room. Ask: "How does this show up in your team today?" — let two or three people respond. Timing & transition. Aim for roughly 6–7 minutes on this slide. When the points have landed, transition forward with a short bridge such as "Now that we've covered frameworks for feedback: sbi & feedforward, let's look at what comes next."

Speaker Notes · Slide 1

Feedback & Difficult Conversations