garygilliland:

The start of this years veggie harvest. I love the feeling of walking past the vegetable section in the supermarket knowing that I’ve got better fresher, cheaper stuff at home.

It is inevitable that during the course of any personal or professional engagement you will give or receive criticism. On the receiving end most people react badly by taking it too personally. On the other hand if you’re called upon to deliver the criticism, you want to ensure that what’s said is targeted and not seen as personal. In either case you can ensure that you either receive or deliver the appropriate effect by analysing the criticism.

The best method I have come across was explained to me by a psychologist friend. By reviewing the criticism and placing it in one of three boxes it is possible to ensure that the ‘collateral damage’ is minimised and that the truth behind the comment is understood.

Action

This is the most ‘minor’ or least damaging form criticism. Here you are targeting only the specific action that you want to review.

“Your last report was late, please don’t let it happen again”

Role

Be specific and ensure that the recipient fully understands that you are only targeting their performance in a specific role. The key word in the example is manager, you are directing the criticism directly at the person’s role / job title. You are questioning a person’s ability to fulfil the duties and responsibilities required to be successful in a specific area.

“Your department’s failure to react to current circumstances shows a lack of planning on your part as the manager.”

Person

This is the most severe form of criticism and will almost always be damaging to the person on the receiving end. So consider what you are saying and what response you intend to illicit before even starting down this path.

“You have exhibited behaviours which are destructive to morale and indicate that you have issues around working with others”

This model works equally well as a method of analysing criticism you receive. Listen to what’s been said to you and try to place it in the smallest box possible and therefore reduce the personal impact.

As with all criticism it should be delivered as part of the classic ‘feedback sandwich‘ so that negative behaviour is reduced and positive behaviour is reinforced.

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