Why Feedback Matters
Feedback should focus on these kinds of actions, rather than assumptions about someone’s personality.
What are observable behaviors?
In the SBI framework, what does the “S” stand for?
What is Situation?
True or False: People with a Direct preference often address conflict openly.
What is True?
True or False: Everyone in a team will have the same GlobeSmart profile.
What is False?
Name two reasons why feedback is valuable for a team.
What are: builds trust, drives growth, improves performance, increases self-awareness, fosters an open culture?
Give an example of a “Behavior” statement in SBI.
What is: “You interrupted twice during the meeting.”
Someone who values group harmony or relationships.
What is Interdependent
Someone high on this dimension might prefer softer, context-based feedback.
What is Indirect?
Feedback that is this helps prevent small issues from turning into big problems.
What is timely?
In the SBI framework, what does the “B” stand for?
What is: Behavior
This dimension compares people who value hierarchy & seniority vs. people who see everyone as equal.
What is Status vs. Egalitarian?
Someone who focuses first on building rapport before task is high on this dimension.
What is Relationship?
Besides helping individuals improve, giving regular feedback has this positive effect on team culture.
What is: It builds trust, openness, and psychological safety?
Why is it important to describe the Situation and Behavior before explaining the Impact in feedback?
What is: It keeps feedback grounded in facts, avoids sounding like personal criticism, and helps the other person understand exactly what prompted the feedback.
Give one conflict risk when team members have very different Direct–Indirect preferences.
What is: misinterpretation, perceived rudeness, or conflict escalation?
Someone high on this dimension prefers straightforward, blunt feedback.
What is Direct?
Scenario: A manager avoids giving feedback because they don’t want to hurt someone’s feelings. What long-term risk does this create for the team?
What is: Small problems can grow into bigger conflicts, performance issues go unaddressed, or trust may erode?
What is the purpose of stating the “Impact” in feedback?
What is: to explain why the behavior matters / its effect on the team or task?
Explain how knowing teammates’ GlobeSmart profiles can help prevent or de‑escalate conflict on a multicultural team.
What is: It helps you understand their communication and conflict styles, adapt your approach to be more effective, reduce misunderstandings, and show respect for different preferences?
Someone with an Indirect and Relationship‑focused profile just received very blunt feedback in front of others. Why could this damage team trust?
Because it may embarrass them publicly, feel disrespectful, threaten harmony, and discourage them from sharing ideas in the future?