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Facilitation

Situation-Behavior-Impact-Intent (SBII)™

A research-based communication model designed to deliver clear, non-judgmental feedback by anchoring observations in specific contexts and observable actions. It bridges the gap between a contributor's internal motivations and the external results of their actions through structured inquiry.

4 phasesFacilitation
When to Use This Framework

When a few voices dominate or quieter people don't contribute

Your group discussions aren't balanced, you need better ways to include everyone, or conversations go in circles.

Ideal for performance coaching, conflict resolution, talent development conversations, and real-time behavioral corrections within a team setting.

The 4 Steps
Follow this sequence to apply Situation-Behavior-Impact-Intent (SBII)™
1

Situation

2

Behavior

3

Impact

4

Intent

What You'll Achieve

Ensures every voice is heard and the group's collective intelligence is unlocked.

Incorporate this model into leadership workshops as a core protocol for peer-to-peer feedback or role-playing exercises. Facilitators can use it to structure debriefs after experiential activities, ensuring participants focus on observable behaviors rather than personal assumptions.

Practical Tips
How to get the most out of this framework
  • 1
    Use structured turn-taking to balance voices
  • 2
    Start with individual reflection before group discussion
  • 3
    Create safe spaces for minority opinions
  • 4
    Summarize and synthesize regularly
Best For
  • Leadership Development
  • Conflict Management
  • Performance Coaching
  • Communication Skills Training
Key Principles
  • Objectivity over Judgment: Focus on observable facts rather than perceived personality traits.
  • Emotional Transparency: Clearly state the personal or professional impact of a behavior to foster empathy.
  • Two-Way Dialogue: Transition from one-way feedback to a coaching conversation by inquiring about the other person's perspective.
  • Reduction of Defensiveness: By grounding feedback in specific situations, the recipient is less likely to feel personally attacked.
Watch Out For
  • Requires the feedback giver to separate their assumptions from actual observed facts.
  • The 'Intent' phase requires active listening and a high degree of psychological safety to be effective.
  • Avoids 'vague-booking' feedback by demanding specific time-bound examples.
Related Frameworks
Other Facilitation frameworks you might find useful
PreMortem Method of Risk AssessmentThe PreMortem is a strategic foresight technique that tasks a team with imagining a future where their proposed plan has failed spectacularly. By working backward from this hypothetical failure, the group identifies hidden risks and vulnerabilities that are often overlooked during the optimistic planning phase.
Lightning Decision Jam (LDJ)A rapid, structured decision-making framework designed to replace open-ended brainstorming with a disciplined process. It moves teams from problem identification to actionable solutions by minimizing circular discussion and maximizing individual contribution.
World CaféRotating small group discussions