Do not look where you fell but where you slipped. -African Proverb
Constructive criticism is a powerful tool. When we accept and use it, we can rise to great heights. It is honest and direct and pushes us to true and lasting growth. Honesty is not always comfortable, but is always necessary. We can’t overlook when our associates are hurting our team and keeping us from our goals by not living up to the organizational standards. It is our duty to call this out and help others stay on track for the good of the whole.
When we criticize, it is imperative that we communicate clearly and completely. We have to explain what is not being done up to the standards set, how it has to be done correctly, and most importantly and often forgotten, why it is important to the overall goal. When we are criticized or corrected by a teammate, take it, evaluate it and get better because of it. We will not like being set straight when it is happening, but if we process and learn from it, we will get better. Taking and giving constructive criticism is called being coachable and a trait of all successful teams with high standards.
It is vital to make our criticism constructive. This means that we criticize the performance, not the performer. Criticism is about the action and how that needs to be corrected. It should never be about the person. When we criticize an action, NEVER make it about the person and their character. The simple rule is that criticism is supposed to strengthen the person and team receiving it. When we get personal, the opposite happens. We damage relationships and lose trust. This wrecks an organization. Success in a team comes down to how strong the relationships within it are. This is why it is paramount to give and receive criticism constructively and with crystal clear communication.
Criticize the performance not the performer!
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