Describe a framework for giving constructive feedback to a peer.

• A. Use SBI or DESC: Situation/Behavior/Impact; propose Change/Recommendation; invite dialogue; end with a clear next step
• B. Provide general praise without specifics
• C. Focus on personality rather than behavior
• D. Criticize privately without an action plan

Answer: (A)

Constructive feedback works best when it follows a clear framework that anchors what happened to observable behavior, explains its impact, suggests a concrete change, invites dialogue, and ends with a concrete next step. Focusing on Situation and Behavior gives the exact moment and actions you observed, so there’s no guesswork about what you’re commenting on. Adding the Impact shows why those actions matter—how they affected the team, a project, or outcomes—so the feedback feels relevant and tied to results. Proposing a Change or Recommendation offers a concrete path for improvement rather than leaving the person to interpret what to do next. Inviting dialogue signals that you’re collaborating, not judging, which helps preserve trust and psychological safety. Finishing with a clear next step ensures accountability and a plan for follow-through.

This approach stands out because it keeps feedback specific, behavior-based, and actionable, while also fostering a constructive, collaborative conversation. In contrast, praising without specifics often leaves the recipient unsure which behaviors to replicate; focusing on personality shifts attention away from observable actions and can introduce bias; and criticizing privately without an action plan may protect the moment but fails to guide improvement and accountability.