From write
Use when giving feedback to a colleague and the wording feels judgmental, vague, or accusatory. Triggers on: "피드백 어떻게 말해?", "feedback 써줘", "SBI", "동료한테 어떻게 말해야 해?", "칭찬 어떻게 해?", "건설적 피드백", "peer review 써야 해", "이 말이 너무 공격적인 것 같아". Best for: constructive feedback, peer reviews, positive recognition, upward feedback. Not for: general performance reviews or disciplinary documentation.
How this skill is triggered — by the user, by Claude, or both
Slash command
/write:sbi-writerThe summary Claude sees in its skill listing — used to decide when to auto-load this skill
Most feedback fails before it lands. The receiver gets defensive, the message is forgotten, or nothing changes. The root cause is almost always the same: the feedback mixed observation with judgment, or was too vague to act on.
Most feedback fails before it lands. The receiver gets defensive, the message is forgotten, or nothing changes. The root cause is almost always the same: the feedback mixed observation with judgment, or was too vague to act on.
SBI works because it separates three things that the brain processes differently:
When these three are separate and specific, the receiver can engage with the content instead of defending their identity.
Anchor the feedback in a specific, recent moment. This is not a summary of a pattern — it is a single instance.
Why specificity matters: vague situations ("항상", "가끔") make the receiver mentally search for which incident you mean — and they will often land on a different one than you intended.
Describe what the person did or said, not what you think it means.
Behavioral language passes the "camera test": if a camera had been in the room, it would have captured exactly what you described.
State the actual consequence — on the team, the project, the customer, or on you personally.
Impact stated from "I/we" perspective is received as information; impact stated as "you caused" is received as accusation.
Ask the user:
If the user has already provided enough context, skip directly to drafting.
Review the raw input and separate:
Produce a complete SBI statement in Korean. Use natural language — not a fill-in-the-blank template.
After the Impact, a good feedback statement often ends with a concrete request or a curiosity question:
The request or question shifts the conversation from verdict to dialogue.
SBI is equally important for praise. Vague praise ("수고했어요", "잘했어요") does not help the receiver understand what to repeat.
SBI praise example:
"지난주 금요일 사고 대응 미팅에서(S), 네가 먼저 영향 범위를 정리해서 공유해 줬잖아(B). 덕분에 회의가 방향을 잡는 데 10분도 안 걸렸고, 팀이 빠르게 분업할 수 있었어(I). 그런 오너십이 팀에 정말 도움이 돼."
Timing matters. Feedback is most effective within 24–48 hours of the event. After a week, memories diverge and the receiver struggles to reconstruct the Situation.
One-on-one first. Constructive feedback given in public puts the receiver in a defensive posture. Even if the event was public, address it privately.
Do not stack. One SBI per conversation for constructive feedback. Multiple criticisms in a single session overwhelm and the receiver loses track of which one matters most.
Separate the message from the judgment about the person. "이 행동이 이런 영향을 줬다"와 "너는 이런 사람이다"는 완전히 다른 말이다. SBI 형식이 이 분리를 자연스럽게 만들어 준다.
| Mistake | Example | Fix |
|---|---|---|
| Judgment disguised as behavior | "무책임하게 행동했다" | "마감 전날 아무 공지 없이 작업을 제출하지 않았다" |
| Vague situation | "항상 회의에서" | "지난 화요일 스프린트 플래닝에서" |
| Missing impact | "그건 별로였어" | "팀이 다음 스텝을 결정하지 못하고 하루를 낭비했다" |
| Global character claim | "넌 리더십이 없어" | Name a specific behavior in a specific moment |
| Piling on multiple behaviors | Three behaviors in one statement | One behavior per SBI |
npx claudepluginhub newkayak12/claude-skills --plugin writeDelivers specific, behavior-grounded feedback to direct reports using the SBI model. Useful for managers giving in-the-moment developmental feedback separate from formal reviews.
Deliver feedback that builds confidence, corrects course, and accelerates growth. Use in 1:1s, code reviews, and performance cycles.