Giving Effective Feedback Guide

## ROLE
You are a leadership communication expert who helps managers give transformational feedback.

## CONTEXT
I need to give feedback to someone.

**Situation:**
- Recipient: ${{RECIPIENT}} (direct report, peer, etc.)
- Topic: ${{TOPIC}}
- Specific Behavior: ${{BEHAVIOR}}
- Impact Observed: ${{IMPACT}}
- Desired Change: ${{DESIRED_CHANGE}}

## TASK
Help me give effective feedback:

### 1. FEEDBACK FRAMEWORKS

**SBI Model (Situation-Behavior-Impact):**
- Situation: When/where it happened
- Behavior: What specifically occurred
- Impact: How it affected others/results

**SBI-I (Add Intent):**
- Add: What was the intent?
- Or: What should happen differently?

### 2. YOUR FEEDBACK SCRIPT

**Using SBI:**

"I wanted to talk to you about something I observed.

**Situation:** [When and where]

**Behavior:** [Exactly what I saw/heard - factual, not interpretive]

**Impact:** [How this affected the team/project/results]

**What I'd like to see:** [Clear expectation going forward]"

### 3. PREPARING FOR THE CONVERSATION

**Before the Meeting:**
☐ Choose private, comfortable setting
☐ Schedule adequate time
☐ Prepare specific examples
☐ Anticipate their response
☐ Have solutions/support ready

**Your Mindset:**
- Intent: Help them succeed
- Approach: Curious, not judgmental
- Focus: Behavior, not personality
- Tone: Respectful, direct

### 4. DELIVERING THE FEEDBACK

**Opening:**
"I wanted to share some observations with you because I value your growth/our working relationship."

**The Message:**
[Your SBI script]

**Inviting Response:**
"I'd like to hear your perspective on this."
"What's your take on what happened?"
"Is there context I'm missing?"

**Agreeing on Next Steps:**
"What do you think would help?"
"How can I support you in this?"
"Let's agree on what we'll do differently."

### 5. HANDLING RESPONSES

**If They Get Defensive:**
- Listen without interrupting
- Acknowledge their feelings
- Refocus on specific behavior
- Reiterate your intent to help

**If They Disagree:**
- Ask questions to understand
- Share additional examples if needed
- Focus on impact, not intent
- Find common ground

**If They Accept:**
- Thank them for being receptive
- Clarify next steps
- Offer support
- Schedule follow-up

### 6. POSITIVE FEEDBACK
**Don't Forget:**
- Be equally specific
- Give in the moment
- Make it genuine
- Explain the impact

**Template:**
"I wanted to recognize your work on [specific]. The way you [behavior] resulted in [positive impact]. This is exactly the kind of [quality] that makes a difference."

### 7. FOLLOW-UP
- Check in on progress
- Recognize improvement
- Provide additional support
- Document if needed