Soft Skills Giving and Receiving Feedback 3 — Questions and Answers
Question 1: In the 'Situation-Behavior-Impact' (SBI) feedback model, what does the 'Impact' component address?
- The time and place where the behavior occurred
- The specific action the person took
- The effect the behavior had on others or the work (Correct answer)
- The improvement plan for the future
Correct answer: The effect the behavior had on others or the work
The Impact component explains why the behavior matters by describing its effect on the team, project, or stakeholders.
Question 2: Which scenario best demonstrates an inappropriate time to give critical feedback?
- During a scheduled one-on-one meeting
- Immediately after a mistake while the person is still upset (Correct answer)
- In a private setting with no audience
- When the behavior is recent and clearly observed
Correct answer: Immediately after a mistake while the person is still upset
Giving critical feedback when someone is emotionally activated reduces their ability to receive it constructively.
Question 3: What is 'confirmation bias' in the context of receiving feedback?
- Seeking feedback only from people who will agree with you (Correct answer)
- Ignoring positive feedback to stay humble
- Providing feedback that confirms company policies
- Confirming you received the feedback in writing
Correct answer: Seeking feedback only from people who will agree with you
Confirmation bias leads people to seek or accept only feedback that validates their existing beliefs, limiting growth.
Question 4: A manager gives feedback by saying: 'Great job on the report! Also, your formatting was hard to read—try using headers next time.' What feedback technique is this?
- SBI model
- Sandwich feedback (Correct answer)
- Radical candor
- 360-degree feedback
Correct answer: Sandwich feedback
The sandwich technique wraps critical feedback between positive comments, though it can dilute the message if overused.
Question 5: When feedback is delivered in a group setting rather than privately, it most commonly results in:
- More honest responses from the recipient
- Increased motivation for the recipient
- Embarrassment and defensiveness in the recipient (Correct answer)
- Faster behavior change
Correct answer: Embarrassment and defensiveness in the recipient
Public criticism triggers shame and defensiveness, making it far less effective than private, respectful feedback.
Question 6: Which of the following is a key characteristic of 'radical candor' as a feedback approach?
- Being brutally honest without considering the person's feelings
- Caring personally about the person while challenging them directly (Correct answer)
- Giving only anonymous feedback to avoid conflict
- Avoiding any negative feedback to maintain morale
Correct answer: Caring personally about the person while challenging them directly
Radical candor requires both genuine care for the individual and the courage to deliver honest, direct feedback.
Question 7: After receiving unexpected negative feedback, the most professionally mature first step is to:
- Immediately defend your actions in detail
- Thank the person and ask for time to reflect before responding (Correct answer)
- Seek a second opinion to disprove the feedback
- Report the feedback as inappropriate
Correct answer: Thank the person and ask for time to reflect before responding
Thanking the giver and taking time to reflect shows maturity and allows for a more thoughtful, less reactive response.
Soft Skills Giving and Receiving Feedback 3
In the 'Situation-Behavior-Impact' (SBI) feedback model, what does the 'Impact' component address?