There is no scarcity of feedback framework. Many organisations chose the ones that resonates with their context. Here are the top 5 feedback frameworks:

 1. SBI (Situation, Behavior, Impact)

Designed by: The Center for Creative Leadership (CCL)

How it works: 

• Situation – Describe the specific context.

• Behavior – Explain the observed behavior.

• Impact – Describe the effect of the behavior on the team, project, or individual.

  
  

Example: "During yesterday’s client meeting (Situation), you interrupted the client several times while they were explaining their requirements (Behavior). This made it difficult for them to express their needs fully and left them feeling frustrated (Impact)."

• Pro: Provides specific, objective feedback focused on facts. 

• Con: Doesn’t directly offer a solution or next steps.

  
  

Best use case: Ideal for giving specific, event-based feedback, especially when discussing behaviors that need change or improvement.

2. Radical Candor

Designed by: Kim Scott, former executive at Google and Apple

How it works: 

Radical Candor encourages feedback to be both direct and caring, balancing honesty with empathy. Scott divides feedback into four quadrants based on “Care Personally” and “Challenge Directly,” aiming to keep feedback within the “Radical Candor” quadrant.

Example: "I appreciate the energy you bring to the team, but sometimes, your strong opinions can make it difficult for others to share their ideas. I’d love to see you make space for everyone to contribute."

• Pro: Builds trust by showing empathy alongside honesty. 

• Con: May come across as aggressive if the “care” element isn’t adequately conveyed.

Best use case: Works well in organizations or teams where transparency and candor are prioritized, fostering an open communication culture.

3. Future-Focused Feedback (or Feedforward)

Designed by: Marshall Goldsmith, executive coach

How it works: 

This model centers on what can be done to improve going forward, keeping the focus on future success rather than past mistakes.

Example: "Let’s work on simplifying your next presentation by focusing on two or three key points. This will help keep the audience engaged and ensure they remember the main message."

• Pro: Keeps the conversation positive and solution-oriented. 

• Con: May overlook past behaviors or challenges that need addressing.

Best use case: Ideal for coaching or goal-setting sessions where the focus is on constructive improvement rather than analyzing past actions.

 4. STAR (Situation, Task, Action, Result)

Designed by: Originally used as an interview response format, it’s now widely adopted as a feedback framework for structured feedback.

How it works: 

• Situation – Describe the context or challenge.

• Task – Explain the responsibility or goal.

• Action – Outline the actions taken.

• Result – Share the outcome of those actions.

Example:  "In last month’s client project (Situation), you were responsible for coordinating with the design team (Task). You ensured daily updates were shared and addressed issues promptly (Action), which helped the team complete the project on time and to the client’s satisfaction (Result)."

• Pro: Provides a comprehensive view by covering context, actions, and outcomes. 

• Con: Can be time-consuming to deliver and may feel rigid.

Best use case: Ideal for structured, outcome-focused feedback, especially in performance reviews or project debriefs.

 5. GROW (Goal, Reality, Options, Will)

Designed by: Developed in the 1980s by business coaches Sir John Whitmore, Graham Alexander, and Alan Fine

How it works: 

• Goal – Identify the objective or outcome.

• Reality – Discuss the current situation and challenges.

• Options – Explore possible actions or solutions.

• Will – Decide on the specific steps that will be taken to achieve the goal.

Example:  "Your goal is to improve client presentation skills (Goal). Currently, you’re finding it challenging to keep the audience engaged (Reality). A few options we could explore include practicing with smaller groups, observing presentations from other team members, or working with a coach (Options). Let’s set a timeline to implement these in your next presentations (Will)."

• Pro: Focuses on personal development and goal-setting. 

• Con: Requires an engaged, willing participant for effective application.

Best use case: Particularly effective for coaching and development conversations where long-term improvement and personal goals are the focus.

Choosing the Right Framework

Selecting the right framework depends on the situation and the feedback goals:

1. SBI: Best for addressing isolated incidents objectively.

2. Radical Candor: Great for building open communication with honesty and empathy.

3. Future-Focused Feedback: Useful for providing constructive, future-oriented guidance.

4. STAR: Suitable for structured feedback focused on actions and results.

5. GROW: Ideal for coaching sessions centered on personal development and goal-setting.

Each framework can transform feedback from a challenging conversation into a constructive and positive experience.