How to Give and Receive Feedback as a Leader: Using SBI & LAER Frameworks

One of the most powerful skills a leader can develop is the ability to give and receive feedback. Done well, feedback builds trust, sharpens performance, and strengthens culture. Done poorly, it creates defensiveness, confusion, and disengagement.

At LTO, we train leaders to approach feedback not as criticism, but as an opportunity for growth. Two simple yet effective frameworks we use are SBI (Situation–Behavior–Impact) and LAER (Listen–Acknowledge–Explore–Respond).

These aren’t proprietary to us , they’re widely used and respected frameworks across leadership and organizational development. What makes them powerful is their simplicity and adaptability.

The SBI Framework: Giving Feedback That Sticks

SBI helps leaders ground feedback in specifics, not generalities. Instead of “You need to do better in meetings,” SBI walks you through:

• Situation: Anchor the moment. (“In yesterday’s team meeting…”)

• Behavior: State what you observed. (“…when you presented the sales update without the supporting numbers…”)

• Impact: Share the effect. (“…it created confusion for the team about our next steps.”)

This approach removes judgment and focuses on what happened, what was observed, and why it matters.

Watch this video to see it in action!

The LAER Framework: Receiving Feedback with Grace

Feedback is a two-way street. Leaders who model openness to feedback create psychological safety for their teams. The LAER method provides a structure for responding:

• Listen: Truly hear the other person without interrupting.

• Acknowledge: Show understanding and empathy.

• Explore: Ask clarifying questions to fully understand.

• Respond: Offer your perspective and next steps.

Instead of reacting defensively, LAER helps leaders demonstrate curiosity and accountability.

Why This Matters for Leaders

Research consistently shows that effective feedback drives engagement and performance:

• Companies that prioritize feedback see 14.9% lower turnover rates (Gallup).

• Employees who receive meaningful feedback are 3.6 times more likely to be motivated to do outstanding work (Gallup).

• Organizations with strong feedback cultures report 30% higher engagement and improved productivity (Harvard Business Review).

Feedback is not just about fixing problems, it’s about building stronger teams and creating environments where people can thrive.