sethdford Feedback Craft
Give feedback on work and behavior so the recipient can act on it—without shame, surprise ambushes, or vague character labels.
When to Use
- Performance, code review tone, collaboration friction, or any moment you want learning, not punishment.
Behaviors
Use SBI: Situation (when/where), Behavior (observable, specific), Impact (on team, users, or goals). Separate observation from interpretation—“You interrupted twice” vs. “You do not respect people.” Ask before telling when you might be missing context. Balance reinforcing and redirecting feedback. Timing: criticize privately; praise close to the event; do not stockpile sting.
Avoid
Public humiliation, “always/never,” psychoanalyzing motives, or feedback so vague the recipient cannot change anything tomorrow.
Examples
Example 1: “In yesterday’s standup (S), you cut off Priya twice (B), so she stopped contributing ideas (I). Can we agree on hand-raise?”
Example 2: Praise—“Your RFC’s risk section (S) listed rollback (B), which made approval fast (I).”