feedback-conversations

# Feedback Conversations

## Overview

This skill provides frameworks for navigating difficult workplace conversations and delivering effective feedback. Whether you're addressing performance issues, resolving conflicts, or giving constructive feedback, these structured approaches lead to better outcomes.

**Core insight:** Research shows that employees who approach difficult conversations with preparation and a clear framework are **60% more likely to reach a positive resolution** than those who engage without a plan.

## When to Use This Skill

Use this skill when:

- Preparing to give feedback to a colleague or direct report
- Addressing performance issues or missed expectations
- Navigating conflict between team members
- Having 1:1 conversations about sensitive topics
- Receiving feedback and wanting to respond constructively
- Managing expectations with stakeholders

**Keywords**: feedback, difficult conversation, 1:1, one-on-one, performance, conflict, expectations, behavior, confrontation

## Core Frameworks

### The Preparation-Delivery-Follow-up Model

A three-part structure for difficult conversations:

| Phase | Focus | Key Questions |
| --- | --- | --- |
| **Preparation** | Understand the issue, define goals, manage emotions | What's the problem? What outcome do I want? Am I calm? |
| **Delivery** | Open neutrally, use facts not blame, encourage dialogue | How do I start? What evidence do I have? How do I involve them? |
| **Follow-up** | Document actions, set check-ins, provide support | What did we agree to? When will we check in? How do I support? |

### The SBI Feedback Model

**Situation-Behavior-Impact (SBI)** structures feedback to be specific, objective, and actionable:

| Component | Description | Example |
| --- | --- | --- |
| **Situation** | Describe the specific context | "During yesterday's code review..." |
| **Behavior** | State the observable action (not interpretation) | "...you interrupted Sarah three times while she was explaining he