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How to deliver constructive criticism effectively
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Criticism is the inspection and judgment of the merits and demerits of a work. Criticism never seems good and there is nothing pleasant about it. Even the critique having best intentions still stings. All of us like to be right, accomplished and correct and when we are not, it still hurts to hear the truth, no matter how nice others critic tries to be.
But if you are one of those who struggles to improve themselves, you will value the direct feedback no matter how uncomfortable and painful it is. And as long as the critic is not being cruel, you can actually build a higher level of trust by providing constructive criticism carefully and empathetically.
So whenever you are reviewing a family member, friend or an employee, always give critique
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It can be demolishing when it serves only a person’s own needs who is a sender and fails to consider the requirements of the person. It must be kept in mind that it should be given for improvement, not to hurt. We also, most of the times give feedback because it makes us feel happy, improved or gives us a mental advantage.
Remember: To truly learn to respect yourself, you have to be aware of yourself that what kind of person you really are. If someone gives you constructive feedback, you may use that for self-improvement. Constructive criticism can help you achieve your goal of being a better person.
Constructive Criticism Does Not Remind Shortcomings Of A Person
As it is described earlier, constructive criticism is directed toward behavior and when a person is reminded of some shortcomings, the frustration is only increased over which he has no control.
Constructive Criticism Is Solicited
Rather than imposed it is solicited. Criticism is most beneficial when the receiver has understood the kind of question and after analysing can answer, or when they actively seek and accept the feedback.
Constructive Criticism Is
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By parceling information, we leave an individual free to decide for him, in accordance with his own goals and needs. If we give advice it means that we are telling him what to do, and to some degree snatching his freedom to decide for himself.
Constructive Criticism Does Not Over Load Information
It consists the value of information which the receiver can use instead the amount we would prefer to give. Too much criticism or overloading a person with comments is just like to decrease the possibility that he may be able to apply what he receives effectively.
When we provide more information than which can be used, it means we are satisfying some need of our own rather than encouraging the other person.
Constructive Criticism Concerns What Is Said
It takes into account what is done and said, or how, not why. The “why” word converts us from the observable to the assumed and involves acquisitions regarding goals or intentions. Telling a person what his objectives or intentions are more often than not trying to result in a defensive response.
Constructive Criticism Does Not attack Personally
Comments which can harm the self-respect of a person are not included in the constructive criticism such as
I’m so sick and tired of...
You’re so stupid
You are negative
You are lazy
You are
In Feedback as a gift, Friedrich discusses his points on how feedback should be viewed. The author describes feedback as a gift and if we view it that way it would change our mindsets when receiving it. On another note the article by Stone and Heen, Difficult conversations 2.0: Thanks for the feedback, the main focus is on the benefits we receive from accepting feedback and becoming a skillful receiver. The author also discusses why we as humans reject feedback calling these reactions triggers. In Max Performance Feedback, Sadri and Seto discuss the three different types of feedback. Each articles content is crucial to one’s professional development.
Tannen states, “In the argument culture, criticism, attack, or opposition are the predominant if not the only ways of responding to people or ideas. I use the phrase “culture of critique,” to capture this aspect. “Critique in the sense is not a general term for analysis or interpretation but rather a synonym for criticism.” Tannen states that she is calling attention to and calling into question the inherent dangers of the argument culture, however her article does not discuss an approachable strategy that would solve this social
Firstly , Tannen introduces the term “culture of critique” by beginning three successive paragraphs with the term so that the reader will not forget it. Tannen then identifies the problem presented by the “culture of critique”, that is, a tendency to attack the person making an argument, or misrepresenting the issue, rather than arguing against their position itself. She points out that instead of listening to reason, people who are caught up in the culture of critique debate as i...
basic charge of this criticism can be stated in the words of a recent critic,
This explains, that people who are more willing to communicate with one another were more likely to receive positive feedback from another person, increasing the satisfaction between each other (Anderson & Martin, 1995, p.47).
By knowing the purpose of communication, you’re able to understand each other and know how to respond. Effective communication also solves difficulties, while identifying solutions along the way. It also helps you to learn how to respond in certain discussions, whether you are talking with a prospective client or a company you need to gain specific information from, the purpose needs to remain clear so you can complete this task.
Stosny states that “criticism fails because it embodies two of the things that human beings hate the most: it calls for submission, and we hate to submit and it devalues, and we hate to feel devalued” (Stosny). Furthermore, he argues that criticism is used as a form of “ego defense” when we feel devaluated by behavior or attitude as opposed to disagreeing with their behavior or attitude (Stosny). Tony Schwartz, author of the article “There’s No Such Thing as Constructive Criticism” for HarvardBusinessReview.com, says that criticism “challenges our sense of value” and “implies judgement and we all recoil feeling judged” (Schwartz). Schwartz reiterates the point that constructive criticism is a useful tool that isn’t working or doesn’t exist simply because people don’t know how to properly give or receive constructive criticism. To prove this, he lists three reasons why we assume constructive criticism doesn’t work while in reality it actually does. “The first mistake we often make is giving feedback when we are feeling that our own value is at risk. That’s a recipe for disaster, and it happens far more commonly than we think, or are aware” (Schwartz). To summarize this reason he listed, Schwartz states that when we feel like we’re being
Humans are imperfect. It 's crucial and enlightening to step out of ourselves once a while and look back as a third person. Solicit and appreciate honest feedback that shows us our weaknesses, so that we can work on it to be real, not perfect. However, for some of us, it 's not easy and I understand it. It 's not about how senior we are, how rich we are or even how talented we are, but it 's about how real we are to accept the fact that we are still imperfect.
When many people write, including myself, they get attached to their writing. Although writing can be a personal thing, I’ve learned that it is important to step away from your paper, and take the feedback on an objective level. The first time I got feedback, I had an overwhelming urge to defend myself. I remember reading that my introduction wasn’t complete, and that my evidence wasn’t properly introduced. I wanted to walk up to those who critiqued my paper, and spit right in their faces. ‘How dare they say bad things about my paper?’ I thought to myself. From here, I went back into my essay, and looked at what they had told me were errors. It was then that I realized that they were right. My introduction needed more background information, and my evidence should have had more of an introduction. They weren’t trying to be mean; they were just helping me receive a better grade, by looking at my essay through an objective view. Now, I go out of my way to ask people for feedback, and tell them to be honest. I want my paper to be the very best it can be, so it isn 't helpful when people hold back. I now understand that those giving feedback aren’t insulting me, or the paper; they are just suggesting ways to improve, or enhance my ideas. Giving and receiving feedback is a hard, yet important skill to learn, and hope to continue improving in this
(Chap 10) Soliciting feedback is needed to not only improve oneself but also performance and relationship between family, friend, co-workers, etc. I remember when I was little, I would always eat and would be bigger than the other kids in my grade. I hated when people or my family would tell me to lose weight because it hurts my self-esteem. However, if it weren’t for those feedbacks about my health, I think I would not be aware of how I would have many heart problems or diseases in the future. I’ve became more aware of how I am and started to pay attention more to what I eat and how I exercise. By being more aware of health, actions, etc. people are able to be more positive and learn to value opinions and take action. Self-assessment is when using self-inquiry and reflection in order to gain insights into oneself. Especially when reflecting on certain actions and feelings within the team. When I need calm down or reduce my stress levels, I would meditate or paint to relieve myself. Exercising also helped me to increase my endorphins, especially when there’s so many assignments or in need of a break. People adapt more to reflecting themselves would become more satisfied about
Criticism is something that we all deal with daily and many of us believe that when we give criticism we are expertly doing so but as we receive criticism we tend to believe the other person is degrading us personally. Since criticism is mainly to judge merits and faults of a person or their actions, it is natural for us to feel defensive as we act the way we do based on the knowledge we have and we feel that the criticism questions our knowledge. Many of us may see criticism as such and act defensively towards it but according to an article called Giving and Receiving Criticism the author Sue Hadfield states, “Constructive criticism, however, can be helpful and lead to better working relations.” (Hadfield, 2013) With this in mind we can process that criticism can be used to give feedback to better ones position or knowledge in that which is being criticized. But how do we give criticism while staying in the favor of the criticized and when receiving criticism how do we differentiate between constructive and destructive criticism? Continuing in the article the author presents certain...
The 360-degree feedback system can be very delicate in nature. A person not well ready for it could be thrown out of balance. It can also generate some new problem in an organisation. It not designed and conducted well, it posses the potential danger of a candidate developing wrong perceptions or notions about one or more of his auditor and creating new perspective towards them. It is therefore, unavoidable and significant to handle the process well and make it foolproof. The first important step is to examine whether the organisation is ready for it or not. The second important step is to examine if the candidate is ready for it. For the purpose of systematic analysis and examination of the problem at hand, the studies by the several researchers have been reviewed. Baron, (2009) examines that managers who received upward feedback about their supervisory behaviour significantly improved their behaviour and improves the subordinate ratings of managerial performance. Similarly, Baron, (2009) found that employees were favourably disposed toward associate rating. The feedback is positively related with fulfilment with prior peer ratings and negatively associated with perceived friendship bias and years of company experience. Subordinates’ ratings of leadership were significantly higher following feedback from subordinates under which a highly structured session is there where leaders discussed the feedback results with subordinates (Baron, 2009).
In this chapter, I learned new ways to give and to accept feedback. Personally, I like getting feedback. I like it because it allows me to improve on my work. For example, whenever I write essays I like to have another person look at it so they can catch any small, or even big, mistakes that I may have done. This chapter also taught me that too much negative feedback can really take a toll on a person negatively. When you give somebody too much negative feedback, that person can start to think that they’re doing everything completely wrong and can really be detrimental to their self-esteem. To give good feedback, you should give the person more positive feedback than negative. You should use constructive rather than destructive feedback. Constructive feedback is more information specific and issue specific based on observations without using judgement. Destructive feedback is full of judgement and isn’t helping the person learn. When you get the feedback, it is best to reframe it and then reconstruct it to your advantage. Getting feedback is always a good tool to get but not when it only contains
Feedback also cannot be generic saying right or wrong; it will be less useful but not make a huge differ...
Some people experience feedback as pure criticism and don't want to hear it. Others see it as spiritually crushing; a confirmation of their worthlessness. Still others only