The Enneagram and the SBI Model: A Powerful Combo for Giving Effective and Compassionate Feedback
Giving feedback is an essential skill for managers to help their team members grow and improve their performance. However, not all feedback is equally effective, and different people may respond differently to the same feedback.
One way to tailor your feedback to the personality and preferences of your team members is to use the Enneagram, a system of nine personality types that describes their core motivations, fears and strengths. The Enneagram can help you understand what kind of feedback each type values, how they prefer to receive it, and how they may react to it.
One framework that can help you deliver clear and constructive feedback is the SBI model, which stands for Situation-Behavior-Impact. The SBI model helps you focus on the specific situation, the observable behavior, and the impact of the behavior on yourself, others, or the work.
To make the feedback even more effective, replace "but" with "and" to avoid sounding negative or dismissive of the first part of the sentence. For example, if you say "You're really good at this, but you need to improve on this," you might make the person feel like you don't appreciate their strengths or that you only focus on their weaknesses. However, if you say "You're really good at this, and you need to improve on this," you might convey a more positive and supportive message that acknowledges their achievements and encourages their growth.
Here are some examples of how to use the SBI model with different Enneagram types.
Type 1 Teammate
Type Ones are the rational and idealistic type that strives for perfection and improvement. They value feedback that is honest, objective and respectful. They appreciate feedback that acknowledges their high standards and efforts, and that helps them correct their mistakes and achieve their goals.
Positive feedback example: "In our last project meeting (Situation), you presented a detailed and well-researched proposal (Behavior) that impressed our client and helped us secure the contract (Impact). I appreciate your dedication to quality and excellence."
Developmental feedback example: "Yesterday, when we were working on the report (Situation), you pointed out several errors and flaws in my draft (Behavior) that made me feel criticized and discouraged (Impact). I understand that you want to produce a flawless report, and I would appreciate it if you could be more supportive and constructive in your feedback."
Type 2 Teammate
Type Twos are a caring and interpersonal type that seeks to be helpful and liked by others. They value feedback that is warm, appreciative and personal. They appreciate feedback that recognizes their contributions and efforts, and that encourages them to take care of their own needs and boundaries.
Positive feedback example: "Last week, when our team was under a lot of stress (Situation), you offered to take on some extra tasks and provided emotional support to your colleagues (Behavior) that helped us complete the project on time and maintain a positive atmosphere (Impact). I admire your generosity and kindness."
Developmental feedback example: "This morning, when we had a meeting with our manager (Situation), you agreed to take on more work than you could handle (Behavior) that may affect your well-being and performance (Impact). I appreciate your willingness to help, and I also need you to prioritize your own needs and say no when necessary."
Type 3 Teammate
Type Threes are the success-oriented and pragmatic type that seeks to be efficient and productive. They value feedback that is clear, concise and results-oriented. They appreciate feedback that highlights their achievements and strengths, and that helps them improve their skills and performance.
Positive feedback example: "Last month, when we had a sales competition (Situation), you exceeded your quota and closed the most deals (Behavior) that boosted our revenue and reputation (Impact). I commend your professionalism and competence."
Developmental feedback example: "Today, when we had a team presentation (Situation), you spoke for most of the time and did not give others a chance to share their ideas (Behavior), which made them feel ignored and frustrated (Impact). I respect your confidence and expertise, and I also need you to collaborate more effectively with your team members."
Type 4 Teammate
Type Fours are the creative and expressive type that seeks to be authentic and unique. They value feedback that is empathetic, supportive and personal. They appreciate feedback that acknowledges their creativity and individuality, and that helps them overcome their self-doubt and emotional challenges.
Positive feedback example: "Last week, when we launched our new product (Situation), you designed a beautiful and original logo (Behavior) that captured the essence of our brand and attracted many customers (Impact). I appreciate your artistic vision and talent."
Developmental feedback example: "Yesterday, when we had a feedback session (Situation), you took some of the comments personally and became defensive (Behavior), which hindered your learning and growth (Impact). I understand that you are passionate about your work, and I also want you to be more open-minded and resilient."
Type 5 Teammate
Type Fives are the curious and analytical type that seeks to be knowledgeable and competent. They value feedback that is logical, factual and respectful. They appreciate feedback that recognizes their expertise and insights, and that helps them expand their knowledge and skills.
Positive feedback example: "Last month, when we had a data analysis project (Situation), you used a sophisticated and innovative method (Behavior) that yielded accurate and reliable results (Impact). I appreciate your curiosity and intelligence."
Developmental feedback example: "Today, when we had a brainstorming session (Situation), you did not share your thoughts or opinions with the group (Behavior), and that made them feel excluded and uninformed (Impact). I respect your privacy and independence, and I also need you to communicate more actively and openly with your team members."
Type 6 Teammate
Type Sixes are the loyal and responsible type that seeks to be secure and supported. They value feedback that is trustworthy, consistent and encouraging. They appreciate feedback that acknowledges their commitment and reliability, and that helps them overcome their anxiety and self-doubt.
Positive feedback example: "Last week, when we had a crisis situation (Situation), you stayed calm and followed the protocol (Behavior) that helped us resolve the issue and prevent further damage (Impact). I appreciate your loyalty and dependability."
Developmental feedback example: "Yesterday, when we had a new assignment (Situation), you asked me several questions and requested reassurance (Behavior) that made me feel overwhelmed and impatient (Impact). I understand that you want to be prepared and confident, and I need you to trust your own judgment and abilities."
Type 7 Teammate
Type Sevens are the enthusiastic and adventurous type that seeks to be happy and satisfied. They value feedback that is positive, fun and stimulating. They appreciate feedback that recognizes their creativity and optimism, and that helps them focus on their priorities and goals.
Positive feedback example: "Last week, when we had a marketing campaign (Situation), you came up with a catchy and original slogan (Behavior) that increased our brand awareness and customer engagement (Impact). I appreciate your enthusiasm and innovation."
Developmental feedback example: "Today, when we had a deadline (Situation), you procrastinated and got distracted by other tasks (Behavior) that affected your quality of work and time management (Impact). I understand that you want to explore different options and have fun, and I also need you to be more disciplined and responsible."
Type 8 Teammate
Type Eights are the powerful and assertive type that seeks to be in control and respected. They value feedback that is direct, honest and challenging. They appreciate feedback that recognizes their strength and leadership, and that helps them improve their impact and influence.
Positive feedback example: "Last month, when we had a negotiation with a difficult client (Situation), you stood up for our interests and negotiated a favorable deal (Behavior) that enhanced our reputation and profitability (Impact). I appreciate your courage and confidence."
Developmental feedback example: "Today, when we had a disagreement with a colleague (Situation), you raised your voice and interrupted them (Behavior). That made them feel intimidated and disrespected (Impact). I respect your conviction and honesty, and I also need you to be more respectful and diplomatic with your peers."
Type 9 Teammate
Type Nines are the peaceful and accommodating type that seeks to be harmonious and comfortable. They value feedback that is gentle, supportive and reassuring. They appreciate feedback that recognizes their harmony and adaptability, and that helps them express their opinions and needs.
Positive feedback example: "Last week, when we had a conflict in our team (Situation), you mediated the situation and helped us reach a consensus (Behavior) that restored our harmony and cooperation (Impact). I appreciate your harmony and diplomacy."
Developmental feedback example: "Yesterday, when we had a decision to make (Situation), you went along with the majority opinion without sharing your own perspective (Behavior), and that made me feel like you were not fully engaged or committed (Impact). I appreciate your flexibility and agreeableness, and I also want you to voice your own opinions and needs."
To summarize
Providing feedback is an essential skill for managers in facilitating the growth and development of their team members. Incorporating the Enneagram and SBI model enables managers to customize their feedback based on individual personalities and preferences, resulting in clear, constructive and empathetic communication. This way, managers can create a positive work culture where feedback improves relationships and results.
