Soft Skills Constructive Feedback Delivery 4 — Questions and Answers
Question 1: What is the SBI model of feedback?
- Situation, Behavior, Impact (Correct answer)
- Summary, Brief, Improvement
- Specific, Balanced, Intentional
- Subject, Body, Intention
Correct answer: Situation, Behavior, Impact
The SBI model structures feedback around the Situation, the specific Behavior observed, and the Impact it had.
Question 2: When is it appropriate to give positive feedback publicly?
- Never — all feedback should be private
- When the achievement benefits the team and public recognition adds motivational value (Correct answer)
- Only when instructed by HR policy
- Only when the employee explicitly requests it
Correct answer: When the achievement benefits the team and public recognition adds motivational value
Public positive recognition can reinforce desired behaviors and boost team morale, unlike critical feedback which should remain private.
Question 3: Which listening behavior is most important while the feedback recipient responds?
- Planning your next point
- Active listening without interruption (Correct answer)
- Taking detailed notes about everything they say
- Staying silent and showing no reaction
Correct answer: Active listening without interruption
Active listening signals respect and helps you understand the recipient's perspective, which may reveal important context.
Question 4: What should a feedback conversation always end with?
- A written summary emailed to HR
- Agreed-upon next steps or goals (Correct answer)
- The manager having the final word
- A detailed list of all past failures
Correct answer: Agreed-upon next steps or goals
Ending with agreed-upon next steps transforms feedback from criticism into an action plan with shared accountability.
Question 5: How does cultural background affect feedback delivery?
- It has no effect — effective feedback is universal
- Different cultures vary in their preference for direct versus indirect feedback styles (Correct answer)
- Only international companies need to consider cultural differences
- Culture only affects the language used, not the style
Correct answer: Different cultures vary in their preference for direct versus indirect feedback styles
Some cultures value direct, explicit feedback while others prefer indirect, face-saving approaches — awareness prevents miscommunication.
Question 6: What is 'feedback fatigue' and how can it be avoided?
- When employees ask for too much feedback — avoid by setting limits
- When constant criticism overwhelms recipients — avoid by balancing frequency and focusing on priorities (Correct answer)
- When managers are tired of giving feedback — avoid by delegating to peers
- When feedback is too positive — avoid by being more critical
Correct answer: When constant criticism overwhelms recipients — avoid by balancing frequency and focusing on priorities
Feedback fatigue occurs when recipients are overwhelmed by too much or too frequent criticism, reducing its effectiveness.
Question 7: Which scenario represents an example of 'labeling' that should be avoided in feedback?
- 'In yesterday's meeting, you interrupted three colleagues.'
- 'You are a poor communicator.' (Correct answer)
- 'When you cut people off, it discourages them from sharing ideas.'
- 'I've noticed this happening in the last two team meetings.'
Correct answer: 'You are a poor communicator.'
Labeling someone ('you are a poor communicator') attacks identity rather than behavior, triggering defensiveness and reducing openness to change.
Soft Skills Constructive Feedback Delivery 4
What is the SBI model of feedback?