ROI 【🔏CLASSIFIED CASE FILE】 No. X009 | What is SBI Method

Detective's Note: A three-letter cipher "SBI Method" secretly utilized in performance evaluation and subordinate coaching scenes. The feedback technique depicted by the initials Situation, Behavior, Impact reportedly possesses the power to convert human relationship challenges that tend toward emotion into objective, constructive dialogue. However, reports continue that many managers cannot demonstrate this method's true power due to psychological barriers of "difficulty saying critical things" and "not wanting to demotivate subordinates." Why does the SBI method make "difficult to say things" "easier to say" and "difficult to receive things" "easier to receive"? Determine the identity of this psychological mechanism.

What is SBI Method - Case Overview

SBI Method (Situation/Behavior/Impact), the "situation-behavior-impact" feedback technique. This communication technology, reportedly born from American organizational psychology research in the 1970s, possesses a structure that converts feedback that tends toward subjectivity and emotion into objective, constructive dialogue. Among our clients, it's recognized as "essential skills for supervisors and subordinates," yet in actual workplaces, voices saying "I understand the theory but practice is difficult" are frequently heard.

Investigation Memo: Emotion structuring through three steps. Possesses the power to convert subtle human relationship problems into fact-based discussions. We need to clarify why this sequence is important and identify the psychological barriers during practice.

Basic Structure of SBI Method - Evidence Analysis

Primary Evidence: The Three Stages of SBI

Situation - Specific Situation Setting

"When, where, what kind of situation was it"
・Objective fact confirmation
・Common understanding foundation building
・Time/place/stakeholder identification
・Background situation clarification

Behavior - Observable Behavior Description

"What was done, what was said"
・Describing only observable facts
・Eliminating speculation and interpretation
・Concrete word/action reproduction
・Description without judgment or evaluation

Impact - Behavior Impact Explanation

"What impact did that behavior have"
・Impact on oneself
・Impact on team/organization
・Impact on customers/stakeholders
・Future anticipated impacts

Evidence Analysis: SBI method's excellence lies in shifting discussion foundation from emotional judgments to objective facts. Particularly, it incorporates a structure enabling behavior-based discussion of "this behavior had this impact" rather than personal attacks of "you are inadequate."

SBI Method Implementation Procedure - Investigation Methods

Investigation Finding 1: Positive Feedback Example

Case Evidence (Subordinate's Excellent Presentation):

Situation:
"In yesterday's customer proposal meeting, during the presentation 
scene in front of five executives from Company A"

Behavior:
"You conducted detailed research on customer challenges beforehand 
and presented specific solutions in three pattern options. 
Additionally, during Q&A, you repeated questions before 
responding carefully"

Impact:
"As a result, we received evaluation from customers saying 
'you understand our challenges well,' and obtained opportunity 
for next detailed proposal. Your thorough preparation 
contributed to the entire team's trust improvement"

Investigation Finding 2: Improvement Suggestion Feedback Example

Case Evidence (Speaking Timing in Meetings):

Situation:
"During this morning's department meeting, while Manager B 
was explaining the budget"

Behavior:
"You spoke three times during the explanation, each time 
causing Manager B's explanation to be interrupted. 
The content of your remarks was accurate, but you spoke 
before the other person finished talking"

Impact:
"As a result, the meeting progress extended 15 minutes 
beyond schedule, and Manager B commented that it was 
'difficult to speak.' To convey your valuable opinions 
more effectively, I think the entire meeting would proceed 
more smoothly if you listened until the end before speaking"

Investigation Finding 3: Important Implementation Points - Advance preparation: Factual confirmation of specific situations and behaviors - Timing: Implementation as soon after behavior as possible - Environment setting: Implementation in secure one-on-one environment - Interactive dialogue: Proceeding as dialogue rather than one-way communication

The Power of SBI Method - Hidden Truths

Critical File 1: Emotional Conflict Avoidance By using fact-based discussion of "this behavior had this impact" rather than personality judgments of "you are this kind of person," it minimizes the other party's defensive reactions.

Critical File 2: Constructive Improvement Proposal Realization By clearly indicating specific situations and behaviors rather than mere criticism, improvement points become clear for the other party. "What to change and how" becomes more visible.

Critical File 3: Bidirectional Communication Promotion By basing discussions on objective facts, it creates an atmosphere that readily accepts questions, objections, and additional explanations from the other party. Enables dialogical problem-solving rather than one-sided pointing out.

Critical File 4: Organizational Learning Promotion By focusing on behavior improvement rather than personal attacks, the entire organization can share "good behavior patterns" and "behavior patterns needing improvement." Contributes to cultivating organizational learning culture.

SBI Method Limitations and Precautions - Potential Dangers

Warning File 1: Mechanical Application Trap Risk of creating unnatural and cold impressions by mechanically applying only SBI format after memorizing it. Flexible utilization considering relationships and context with the other party is necessary.

Warning File 2: Impact Explanation Subjectivity Possibility that impact explanations become biased toward speaker's subjective interpretation. Risk of provoking resistance when confusing "objective impact" with "subjective impressions."

Warning File 3: Negative Feedback Bias Cases where focus becomes biased toward improvement point indication, with insufficient utilization for positive feedback. Missing opportunities for recognition and praise, losing motivation improvement opportunities.

Warning File 4: Cultural Background Ignorance In cultures that don't prefer direct feedback or organizations emphasizing hierarchical relationships, SBI method effects may be limited. Need to consider compatibility with organizational culture.

Warning File 5: Follow-up Insufficiency Tendency toward insufficient confirmation of behavior changes after giving feedback and continuous support. Risk of misunderstanding that completion occurs with one feedback session.

SBI Method Applications and Related Techniques - Related Case Files

Related Evidence 1: COIN Method (Context/Observation/Impact/Next)

Context + Observation + Impact + Next steps
Adding specific improvement actions to SBI method
Version more specialized for behavior change

Related Evidence 2: Combination with DESC Method

SBI method for fact organization → DESC method for requirement communication
Integration of objective analysis and specific requirements
More comprehensive communication strategy

Related Evidence 3: 360-Degree Feedback Utilization

Multi-faceted feedback from supervisors/subordinates/colleagues
Improved objectivity through SBI method structuring
Functions as organizational talent development system

Related Evidence 4: Regular Utilization in 1-on-1 Meetings

Utilization in regular supervisor-subordinate meetings
Cultivating daily feedback culture
Continuous relationship improvement and growth support

Related Evidence 5: Mutual Feedback in Team Building

Mutual feedback among team members
Frank opinion exchange in safe environment through SBI method
Entire team performance improvement

Conclusion - Investigation Summary

Detective's Final Report:

SBI method is "the guardian deity of objectivity in interpersonal relations." Structuring through three steps - Situation, Behavior, Impact - possesses the power to convert human relationship challenges that tend toward emotion and subjectivity into fact-based constructive dialogue.

The most impressive finding in this investigation was SBI method's contribution to "psychological safety." Through behavior-based discussion rather than personal attacks, it minimizes defensive reactions from feedback recipients and creates environments where they can listen openly. This is precisely the secret mechanism that makes "difficult to say things" "easier to say" and "difficult to receive things" "easier to receive."

However, the "practical difficulties" that many managers face also became apparent. There's a large gap between theoretical understanding and actual utilization. Flexible utilization considering relationships with others and organizational culture, rather than mechanical application, becomes the key to drawing out this method's true value.

It also became clear that SBI method should be viewed as "foundation for constructive dialogue" rather than "tool for improvement pointing out." Through utilization in positive feedback, continuous follow-up, and organization-wide learning culture cultivation, its power improves dramatically.

Constructive Feedback Maxim: "Excellent feedback shows possibilities for specific behavior improvement without denying the other person's character."

Case Closed