Providing a Feedback - Make Sure It Is Constructive and Not Destructive & Fair Enough
Criticism is the judgment of the merits and faults of the work or actions of an individual or group by another (the critic). To criticize does not necessarily imply to find fault, but the word is often taken to mean the simple expression of an objection against prejudice, or disapproval. Criticism should be constructive; criticizing for the criticizing is definitely going to harm your organsational development hence it is important to know who is providing the feedback and who is receiving the same. Careful selection of critics is really important; the ones that are loyal to you and wish you’re good. Whether you do it in a formal manner or informal way; the crux should be evaluated carefully. However steps that can help you provide criticism in such a way that the receiver feels it is in his good and the giver points out all the mistakes are the main motive.
The steps are as follows
Plan it
Before starting the fire think what you are going to speak and how you are going to speak and deliver whatever you want them to learn. Keep the conversation open and flexible enough to adapt to changes and bring quick solutions to the same.
Optimism first
Before getting into the negative, tell all about the positive things that the firm/individual/any other person concerned in front of you; this will help bring the morale above and make the same ready for a negative setback. Make sure the person understands they are valued and important.
Clarity in speech
Provide a clear criticism, make it concise and get to point. Often the approach changes depending the person in front of you and his characteristics he possesses. However possessing clarity in giving the criticism is important.
Solutions to be given
After the completion of the session of providing the feedback, again focus on the positive side of the happening and end the session on a positive note. Even if it’s a quick compliment on a job well-done and not a formal second review. Follow up
Things to be kept in mind while criticizing
Relationship matters
Review assumptions
Share intentions
Clarify expectations
Speak respectfully
Watch the positive and negative both
Direct your criticism to the present
Focus criticism on behaviors that the other person can change.
Avoid critical overload
Things to be kept in mind by the criticized
Criticism can improve relationships and productivity.
Engage in perspective taking or role reversal.
Try to understand the perspective of the person offering criticism.
Acknowledge criticism that focuses on your behavior.
Attempt to transform criticism that seems directed at your "person" to specific behavioral issues.
Listen actively.
Paraphrase what the other is saying.
Ask questions to increase understanding.
Check out nonverbal displays (check your perceptions).
Work hard to avoid becoming defensive.
Resist any tendency to want to dismiss criticism or retaliate.
Welcome criticism; use the criticism appropriate to improve.
Maintain your interpersonal power and authority to make your own decisions. Criticism, when directed at one's "person," may weaken one's resolve. Focus the other's criticism on your actions. Seek ownership of solutions.
Communicate clearly how you feel and think about the criticism and receiving criticism.
Criticism is the judgment of the merits and faults of the work or actions of an individual or group by another (the critic). To criticize does not necessarily imply to find fault, but the word is often taken to mean the simple expression of an objection against prejudice, or disapproval. Criticism should be constructive; criticizing for the criticizing is definitely going to harm your organsational development hence it is important to know who is providing the feedback and who is receiving the same. Careful selection of critics is really important; the ones that are loyal to you and wish you’re good. Whether you do it in a formal manner or informal way; the crux should be evaluated carefully. However steps that can help you provide criticism in such a way that the receiver feels it is in his good and the giver points out all the mistakes are the main motive.
The steps are as follows
Plan it
Before starting the fire think what you are going to speak and how you are going to speak and deliver whatever you want them to learn. Keep the conversation open and flexible enough to adapt to changes and bring quick solutions to the same.
Optimism first
Before getting into the negative, tell all about the positive things that the firm/individual/any other person concerned in front of you; this will help bring the morale above and make the same ready for a negative setback. Make sure the person understands they are valued and important.
Clarity in speech
Provide a clear criticism, make it concise and get to point. Often the approach changes depending the person in front of you and his characteristics he possesses. However possessing clarity in giving the criticism is important.
Solutions to be given
After the completion of the session of providing the feedback, again focus on the positive side of the happening and end the session on a positive note. Even if it’s a quick compliment on a job well-done and not a formal second review. Follow up
Things to be kept in mind while criticizing
Relationship matters
Review assumptions
Share intentions
Clarify expectations
Speak respectfully
Watch the positive and negative both
Direct your criticism to the present
Focus criticism on behaviors that the other person can change.
Avoid critical overload
Things to be kept in mind by the criticized
Criticism can improve relationships and productivity.
Engage in perspective taking or role reversal.
Try to understand the perspective of the person offering criticism.
Acknowledge criticism that focuses on your behavior.
Attempt to transform criticism that seems directed at your "person" to specific behavioral issues.
Listen actively.
Paraphrase what the other is saying.
Ask questions to increase understanding.
Check out nonverbal displays (check your perceptions).
Work hard to avoid becoming defensive.
Resist any tendency to want to dismiss criticism or retaliate.
Welcome criticism; use the criticism appropriate to improve.
Maintain your interpersonal power and authority to make your own decisions. Criticism, when directed at one's "person," may weaken one's resolve. Focus the other's criticism on your actions. Seek ownership of solutions.
Communicate clearly how you feel and think about the criticism and receiving criticism.