Protocolbot
3522c2ec5c
Added 94 new protocol YAML seed files covering diverse global cultures and practices: Indigenous & traditional: Maori powhiri, Aboriginal yarning, Somali xeer, Moroccan jmaa, Tswana kgotla, Zulu imbizo, Peruvian ronda campesina, Ohlone land-back, Inuit IQ consensus, Haudenosaunee condolence, Navajo peacemaking, Ojibwe pipe ceremony, Polynesian talanoa, Rwandan gacaca, West African palaver tree, Mexican tequio, Javanese musyawarah-mufakat, Tibetan story council, Korean yangban, Filipino utari, Ainu practices Religious communities: Quaker meeting for business, clearness committee, Amish shunning (Meidung), Mennonite discernment, Jewish hevruta, Rastafari nyabinghi reasoning Facilitation: World Cafe, Open Space, Future Search, Six Thinking Hats, Dynamic Facilitation, Socratic Seminar, Delphi method, Copenhagen Consensus, Lean Coffee, Hackathon sprint, Agile retrospective, Stand-up meeting, Pair programming, Roadmap planning Governance: Sociocratic consent selection, Dynamic self-governance, Cooperative consensus, Hackerspace consensus, Mastodon governance, Climate assemblies (x2), Basque asamblearismo Conflict & repair: Restorative conference, circle sentencing, Nonviolent Communication (3 protocols), Active listening mirror, Appreciative apology repair Community & care: Community kitchen, Gratefulness circle, Passing circle, Paired walking, Deep listening dyad, Mutual aid, Permaculture charrette Education: Barefoot College night school, Socratic seminar Everyday: Various greeting, transition, and gratitude protocols All protocols credit original sources. Cultural context noted in descriptions. All YAML files validated.
36 lines
1.5 KiB
YAML
36 lines
1.5 KiB
YAML
id: feedback-sbi-model
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title: Situation-Behaviour-Impact Feedback
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description: >-
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A structured feedback method that describes the situation, the observed
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behaviour, and the impact, avoiding labels and character judgements.
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Developed by the Center for Creative Leadership.
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source: Center for Creative Leadership
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source_url: https://www.ccl.org/
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tags: [feedback, workplace, communication]
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forked_from: null
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image: null
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steps:
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- headline: Describe the situation
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description: >-
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The giver names the specific time and place: "In yesterday's team
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meeting, when we were reviewing the timeline..."
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- headline: Describe the behaviour
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description: >-
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The giver describes what they observed, factually and without
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interpretation: "...you interrupted Sarah three times while she was
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presenting the schedule."
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- headline: Describe the impact
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description: >-
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The giver describes the effect: "...Sarah went quiet and the team
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missed her caveats, which showed up later as a missed dependency."
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- headline: Pause for response
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description: >-
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The giver pauses and invites the receiver's perspective, listening
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before moving to any suggestion.
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outcome: >-
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The receiver hears specific, non-judgemental feedback they can act on,
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without feeling attacked as a person.
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practice: >-
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If you cannot name the situation and behaviour specifically, you are not
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ready to give the feedback. Avoid the verb "always" and the label "you
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are." |