Describe a simple framework for giving feedback to a colleague that is clear and actionable.

• A. End with no follow-up
• B. Focus on personality
• C. Situation/Behavior/Impact; then Behavior Change Request; offer support; confirm agreement
• D. Criticize all issues in a long monologue

Answer: (D)

A clear, actionable feedback framework starts with describing what happened in concrete terms, what effect it had, and then guiding the next steps to improve. Begin with the Situation to set the scene: when and where the observed behavior occurred, so there’s no ambiguity about the context. Then name the Behavior you specifically observed—the actions you can point to without judging motives. Finally, explain the Impact: what that behavior caused for you, the team, or the project. This trio—Situation, Behavior, Impact—grounds feedback in observable facts and real consequences, which helps the other person understand why change matters.

Next, include a Behavior Change Request. state a specific, doable action you’d like to see next time. The request should be observable and measurable, so there’s no guesswork about what success looks like. After that, offer Support. indicate what help you can provide, such as resources, time, or collaboration, to make the change easier. Finally, seek Confirmation and agreement: check that the other person understands, has a chance to ask questions, and buys into the plan. This step helps ensure accountability and shared ownership of the next steps.

This approach is effective because it keeps feedback focused on observable conduct and outcomes rather than on personal traits, makes the next steps explicit, and builds a cooperative path to improvement. Endings like closing the loop with no follow-up, focusing on personality, or delivering a long, unstructured monologue tend to create defensiveness, vagueness, and little actionable guidance, so they’re not conducive to growth.