Following a recent keynote speech someone in the elevator at the conference center commented to me that one of the items she found valuable was the idea of never using the word “criticism.”
In the workplace we have an obligation to help our peers, direct reports, and even supervisors to improve team performance through feedback. Too often these conversations start with the words “constructive criticism.” Recipients of these words almost always will put up their self-defense barriers resulting in a high anxiety conflict bearing conversation that neither party enjoys or finds beneficial. Think constructive feedback or even coaching, but don’t think or say criticism.
Make feedback work for you and for your team!
- DEG
Interesting. I use the "c" word every time I am speaking with my people. I never thought it would be bad if I put the word "constructive" in front of it. I have a meeting this morning and will put this to the test.
ReplyDeleteYou (apparently) have a supervisory role, and many workers report to you, it is unlikely that many perceive an ownership connection to you ("my people").
DeleteIf you want to receive positive commentary and input, consider approaching these folks from a collegial starting point. "We have an opportunity to raise our team's results/performance/satisfaction to greater heights. To get us there I'm asking each of you to share positive observations and suggestions on how to achieve OUR goal – even if the positive idea is to discontinue something that creates obstacles.
Gil Longwell
Meeting With Success LLC
Meetingwithsuccess@verizon.net
We always have to be conscious of the words we use. In writing it is sometimes hard to get the tone correct, and of course we don't have the body languague to go along with it. I believe coaching approaches work best with people, but this requires us to adopt a coaching style. Feedback is a very delicate and sometimes volatile area of our communication process. Have you ever experienced situations where the "right" words are used, but the behaviors (or actions) indicate something different?
DeleteThink about taking a socratic approach allowing your team (through questioning techniques) to discover the areas that they could improve. This is the most effective way to jump start them into action. Think coaching approaches as compared to "telling" approaches. It sounds more difficult up front but will give you more commitment (saving time and energy) once they jump on-board.
ReplyDeleteIndeed! (to quote Spock)
DeleteContributions build a sense of worth and importance – "He really thought enough of me to ASK!!! Implementing suggestions and attributing the idea to its primary proposer builds OWNERSHIP and paves the way for further and more vigorous future contributions. People will try to think of ways to contribute and may not wait to be asked for them!
Because things change so much and so rapidly, some level of continual self evaluation is essential.
Gil Longwell
Meeting With Success LLC
Meetingwithsuccess@verizon.net
Self evaluation, self assessment, are very important. Couldn't agree more!
Delete