Sbi Coaching Method: 10 Evidence-Based Coaching Practices

Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Sbi Coaching Method, these are the strongest matches in the current practice library.

Practices that may help

1. The SBI Feedback Model, Made Practical
   The SBI model (Situation–Behavior–Impact), developed by the Center for Creative Leadership, structures feedback by anchoring it to an observable moment, describing the behavior seen rather than inferring motive, and naming the actual impact. This reduces defensiveness and attribution errors; the model is established clinical practice in leadership development, though direct RCT comparisons to other feedback approaches are limited.
2. Building a Second Brain (BASB), Made Practical
   Building a Second Brain (BASB) is Tiago Forte’s system for capturing, organizing, distilling, and expressing ideas using a personal knowledge management (PKM) system. The four-step CODE framework (Capture, Organize, Distill, Express) structures an external system that reduces the cognitive load of remembering and re-finding information. BASB is a practitioner framework grounded in cognitive-offloading and note-taking research rather than a formally tested protocol.
3. The Coaching Habit: Seven Questions to Be More Coach-Like
   Michael Bungay Stanier’s seven questions — from "What’s on your mind?" through "What was most useful for you?" — are a practical system for coaching conversations that takes less than a minute to learn and a career to master. The framework is practitioner-derived from behavioral coaching practice; its mechanisms are grounded in autonomy support, self-determination, and the generation effect. The questions work because they shift the cognitive labor back to the person who owns the problem.
4. The Socratic Method, Made Practical
   The Socratic method is a form of disciplined questioning that exposes unstated assumptions, reveals inconsistencies, and forces more precise thinking. Applied to self-examination, it is one of the oldest and most reliable tools for developing genuine self-knowledge — distinct from introspection, which surfaces what you already believe rather than challenging it.
5. Rewrite internal-focus coaching cues as external-focus equivalents
   Audit your coaching language and convert body-focused instructions to effect-focused ones.
   External Focus of Attention, Made Practical
6. Solution-Focused Brief Therapy: Building On What Works
   Solution-focused brief therapy (SFBT), developed by Steve de Shazer and Insoo Kim Berg, directs attention to what already works — client strengths, past successes, and desired futures — rather than to analyzing problems. Meta-analyses report small-to-moderate positive effects across a range of presenting issues, with particular strength in behavioral problems and depression in adult populations.
7. Powerful open questions at every stage
   Ask questions that invite thinking, not ones that suggest answers — and ask more than you tell.
   The GROW Coaching Model, Made Practical
8. Generate Options before evaluating any
   Brainstorm all possible paths before judging — then the coachee, not the coach, narrows them.
   The GROW Coaching Model, Made Practical
9. Maintain a high question-to-statement ratio throughout GROW
   Ask questions far more often than you offer statements — the coachee’s thinking is the product.
   The GROW Model: Coaching Conversations That Actually Move People
10. Build a concrete Will commitment
    Convert the chosen option into a specific next action with a date, and ask "what will you do?" not "what will you try?"
    The GROW Coaching Model, Made Practical

Does this sound like the set of challenges you might be facing?

• When I coach people, almost everything out of my mouth is about their body→
• I think I’m asking questions, but they’re really suggestions in disguise→
• The moment the person I’m coaching names a couple of ideas, I jump in with "have you considered" and basically hand them my answer→
• When I replay my coaching conversations I’m talking way more than the other person→
• My coaching chats end on a warm "I’ll try to get to it" that I let slide as if it were a plan→

Describe your situation in your own words to search the complete practice library.