Feedback is an invaluable gift that propels personal and professional growth. However, offering feedback to our peers or superiors often encounters reluctance and concerns. The fear of lacking context or being wrong hinders our ability to provide timely and constructive feedback. But what if there was a way to lower the barriers and make feedback conversations more effective? Introducing PSBIC: Prepare, Situational, Behaviour, Impact, and Curiosity. While the SBI framework has been used successfully for years, adding preparation as the missing "P" and curiosity the missing "C" can truly transform the feedback conversation.
PSBIC
Setting the Stage with PSBIC: The SBI framework offers a structured approach to delivering feedback that encourages open dialogue and collaboration. By ensuring the individual is in the right space for the conversation and incorporating curiosity, we create an environment that values different perspectives and fosters meaningful conversations. Let's delve into each component of PSBIC and understand how it can revolutionize feedback conversations.
Prepare: Begin by preparing for the feedback conversation. Before providing feedback, check in with the person to make sure they are in a good place to have this conversation. This step shows respect and helps to create a safe and receptive atmosphere.
Situation: Begin by setting the stage and providing context. Describe the specific situation or environment in which the behaviour occurred. This step ensures clarity and establishes a common ground for the feedback conversation. By understanding the situation, both parties can approach the feedback with a shared understanding.
Behaviour: Next, focus on objective facts rather than assumptions or judgments. Clearly articulate the behaviour you observed. This step helps to maintain an unbiased perspective and ensures that your feedback is grounded in reality. By emphasizing objective behaviour, you create a solid foundation for the feedback discussion.
Impact: Explain the impact of the behaviour on individuals, teams, or the organization as a whole. Highlight both the positive and negative consequences resulting from the behaviour. Emphasize the importance of the feedback and how it contributes to growth and improvement. By discussing the impact, you convey the significance of the feedback and its potential to drive positive change.
Curiosity: Here comes the game-changer—curiosity. After sharing the situation, behaviour, and impact, express your genuine curiosity. Ask open-ended questions that invite the other person to share their perspective. This demonstrates a sincere interest in understanding their viewpoint. By incorporating curiosity, you create an inclusive space for dialogue and enable the other person to provide additional information or insights.
The Power of Curiosity in Action
To illustrate the power of curiosity in the feedback process, let's consider an example. Imagine a team member consistently missing deadlines, causing delays in project completion. Instead of simply pointing out the issue, you can approach the situation with PSBIC and curiosity.
For instance, you might start the conversation by saying, "John, I have some feedback I'd like to share with you regarding the missed deadline last week. Would now be a good time to discuss this?" Assuming John agrees to discuss it, you can then proceed by saying, "I noticed that you missed the deadline for the project last week, which resulted in our team having to work overtime to meet the client's expectations. This not only impacted our team's morale but also put us at risk of losing future business opportunities."
At this point, it's important to express curiosity. You can continue by saying, "I'm curious to understand what challenges you faced during that period and how we can support you better. Is there something specific that hindered your progress? Let's explore potential solutions together so that we can avoid similar issues in the future."
By incorporating curiosity into the feedback process, you create an open and non-confrontational environment. This approach encourages John to share his perspective and helps foster a collaborative solution that addresses the underlying challenges.
Conclusion
Feedback is a gift that should be given, and by embracing the SBIC framework, you can provide timely and constructive feedback that fosters growth and strengthens relationships. Let's strive to create a culture where feedback is valued, and curiosity paves the way for meaningful conversations. By incorporating curiosity into the feedback process, you create an environment that fosters trust, understanding, and continuous improvement. Together, let's unlock the power of SBIC and transform the way we engage in feedback conversations.