Beyond the Checklist: Giving Meaningful Faculty Feedback that Fuels Growth
As academic pharmacy leaders, we’ve all been there: it’s time for end-of-year evaluations, and the pressure is on to balance encouragement with accountability. While we often prepare for the difficult conversations—where change is needed—it’s easy to overlook one of the most underutilized leadership tools: well-crafted positive feedback.
Done right, positive feedback is not just morale-boosting. It’s developmental. It reinforces behaviors that align with the mission, builds trust, and motivates future excellence. The key? Go beyond general praise and use a proven approach to deliver specific, meaningful, and motivating feedback.
Enter the SBI Framework: Situation, Behavior, Impact
From Thanks for the Feedback, the SBI framework helps leaders move from vague compliments to targeted, actionable reinforcement. It focuses on three components:
Situation – When and where it happened
Behavior – What the person did (observable actions)
Impact – The effect it had on others, the team, or the institution
Let’s walk through how to use SBI in the context of faculty performance reviews.
1. Reinforce Excellence in Teaching
Too often, we say: “Students love your class!”
Instead, try this:
S: During your fall P3 Therapeutics course,
B: you used real-time polling and immediate clinical examples to reinforce complex topics.
I: Students consistently reported that it helped them feel more prepared for APPEs and more engaged in class.
🔍 Why it works: It affirms the behavior and clarifies the institutional value (student readiness, engagement).
2. Highlight High-Impact Service Work
It’s easy to miss outstanding committee work in feedback sessions. Avoid: “Thanks for serving on that committee.”
Use this instead:
S: In your role on the DEI task force this semester,
B: you facilitated a workshop series that created space for open, sometimes difficult, conversations across departments.
I: As a result, several faculty reported feeling more heard and supported—contributing to our inclusive climate goals.
🔍 Why it works: It makes the invisible visible and aligns service with strategic priorities.
3. Amplify Scholarship with Strategic Praise
Generic: “You had a great year in research.”
SBI version:
S: At the AACP Annual Meeting in July,
B: you presented your study on interprofessional simulation outcomes and stayed afterward to engage in follow-up dialogue with attendees.
I: That visibility elevated your own work and positioned our college as a leader in simulation-based education.
🔍 Why it works: It recognizes scholarship not just as output, but as influence.
Bonus Tip: Coach Faculty to Use SBI Themselves
Faculty who receive high-quality feedback also learn how to give it. Encourage them to use SBI in peer observations, mentorship, and even student feedback. It creates a culture where developmental dialogue becomes the norm—not the exception.
Final Thoughts:
Feedback Is a Leadership Tool—Use It to Build, Not Just Fix
Feedback isn’t just about correcting underperformance. It’s a powerful way to shape culture, reinforce values, and energize your teams. This year, commit to balancing your feedback conversations with as much clarity and specificity in your praise as in your concerns.
Because when you tell faculty not just what they did well, but also why it mattered, you’re doing more than evaluating—you’re developing.
Next Steps To Elevating Your Feedback
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