The Situation-Behavior-Impact (SBI) format makes feedback clear, contextual, and factual. Describe the conditions, the observed actions, and the resulting outcome—without asking someone to guess what happened. section 3.1.1
Build an SBI statement in three parts:
- Situation: outline the conditions or context. section 3.1.1
- Behavior: describe the actions taken by the team member. section 3.1.1
- Impact: state the outcome of those actions, using concrete results where available. section 3.1.1
New-product launch
Situation: a new product needed promotion capabilities, but no tool existed. Behavior: Xavier investigated industry tools, compared their advantages and disadvantages, clarified the project scope, shaped the technical design, and collaborated with partners. Impact: the product launched on time, revenue increased by 10%, and customer escalations fell by more than 50%. section 3.1.1
Table 3.1 A competency matrix representing a sample gap analysis document
|
Competency
|
How do you demonstrate it?
|
Status (To do, In progress, Done)
|
|---|---|---|
|
Technical skills. Employee should be adept at coding and system design and have experience with large-scale system designs.
|
Situation 1—Dave was tasked with delivering a project to build a continuous data streaming service due to the missing mechanism.
Behavior—Dave stepped up to understand the problem statement and did a deep dive into the architecture design. He worked with senior engineers on the team and developed a technical design document detailing the pros and cons of each approach. Next, he implemented the project under a tight deadline.
Impact—His efforts led to a timely launch of the streaming service and helped reduce message latency by more than 80%.
Situation 2—<>
Behavior—<>
Impact—<>
|
Done
|
|
Participation in technical events.
|
Situation 1—<>
Behavior—<>
Impact—<>
|
In progress
|
|
Sharing learnings and expertise with cross-functional partners and having influence across teams.
|
Situation 1—<>
Behavior—<>
Impact—<>
|
In progress
|
|
Helping to improve operational excellence metrics for the team.
|
Situation 1—<>
Behavior—<>
Impact—<>
|
To do
|
Use the competency matrix to record SBI evidence against role competencies and track each area as to do, in progress, or done. section 3.1.1
