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1. Situation

Start with the situation where the behavior occurred. This helps with making the feedback specific and the other person can more easily relate to it.


2. Behavior

Describe the specific behavior you're giving feedback about. Tell the other person what they've done or what you've seen, not your interpretation of it. This is critical to leave your judgement out of the feedback.


3. Impact

Explain what kind of impact their behavior had. This can range from what you thought and felt and why, to broader impact on others or the whole team.

Plus: Intent

Sometimes, you may want to ask what the intention was behind their behavior. They might have a sound reason that you don't know about or is different from your assumptions.

This can greatly help explain the gap between their intent and the actual impact.


  1. Encourage reflection

Feedback is only useful when it's considered and acted upon. Encourage the other person to reflect on what you've said and think how they might act differently in the future.

1. Situation

Start with the situation where the behavior occurred. This helps with making the feedback specific and the other person can more easily relate to it.


2. Behavior

Describe the specific behavior you're giving feedback about. Tell the other person what they've done or what you've seen, not your interpretation of it. This is critical to leave your judgement out of the feedback.


3. Impact

Explain what kind of impact their behavior had. This can range from what you thought and felt and why, to broader impact on others or the whole team.

Plus: Intent

Sometimes, you may want to ask what the intention was behind their behavior. They might have a sound reason that you don't know about or is different from your assumptions.

This can greatly help explain the gap between their intent and the actual impact.


  1. Encourage reflection

Feedback is only useful when it's considered and acted upon. Encourage the other person to reflect on what you've said and think how they might act differently in the future.

Situation-Behavior-Impact

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Situation-Behavior-Impact

Situation-Behavior-Impact

When we perceive someone's behavior negatively, we often jump to conclusions and make assumptions about why someone acted the way they did. When giving feedback to that person, it can be hard to stay objective. Whenever you are about to give feedback to someone, Use Situation-Behavior-Impact to remove judgement.

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How to use this template for your next

Situation-Behavior-Impact

Giving and receiving feedback is a crucial part of every team's success. Yet, it's not always easy to give feedback effectively. That's why we've created this situation-behavior-impact template, to help you give feedback that is clear, specific, and actionable.

You can use this template when:

  • Giving feedback to team members about their work

  • Facilitating team meetings or discussions

  • Coaching team members or providing guidance on specific skills or behaviors that you would like to see improved


Tips to get the most out of this template


  • Be specific about the situation, behavior, and impact

  • Focus on the behavior, not the person

  • Avoid judgement by staying objective

  • Encourage reflection and action

How do I use the snippet?

  1. Type [[ wherever you are

  2. Search One-on-one meetings

  3. Magic 🪄

How do I use the snippet?

  1. Type [[ wherever you are

  2. Search One-on-one meetings

  3. Magic 🪄

How do I use the snippet?

  1. Type [[ wherever you are

  2. Search One-on-one meetings

  3. Magic 🪄

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