Constructive Criticism
January 11, 2010 15 Comments
How constructive are you?
The English publisher Thomas P. Jone once said “Honest criticism is hard to take, particularly from a relative, a friend, an acquaintance, or a stranger.” We love feedback when the feedback is positive and is given in front of a group of people. We encourage such feedback and we always dismiss the thought that whatever was said is a complement. We think that we have done an excellent job and it is about time for the rest of the world to acknowledge our achievements. We rarely accept the negative feedback and we immediately ask the feedback giver for prove, details and witnesses. After arguing for some time, we usually label the negative feedback as jealousy, envy or hatred. Actually, some of the negative feedback could be coming from somebody who had a difficult day and need a listening partner.
Author and business speaker Ken Blanchard said “Feedback is the breakfast of champions.” I believer that feedback (positive or negative) is constructive criticism as long as it shows us the faults, shortfalls and point us to a better solution. The american author Elbert Hubbard said “To avoid criticism do nothing, say nothing, be nothing.” I would like to encourage you to send me constructive criticism to improve my writing and sharpen my thoughts to write an interesting post that attract most of you. You can click on the post heading to direct you to an exclusive page for that post were you can select the proper rating for the post (number of stars). There is a link on top of each post to add your comments or start a discussion about the post. Go ahead, tell me what you think.
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About Sami Malallah
Sami Malallah's Blog 
I would had liked to read more on constructive Criticism examples on how to give someone constructive Criticism…especially if it’s someone who is vulnerable to Criticism.
This is a good question and I would like to thank you for asking. Criticism is a delicate issue especially to a vulnerable person. I will give you the short version of giving criticism in this replay but I will keep the subject in mind for future posting.
1- Get the facts about the subject you are going to criticize. Make sure you know the gap between your expectations and what was done by the person you are criticizing.
2- Meet the person in a convenient place for both of you. Make sure that your discussion is private.
3- Explain the purpose of the meeting and assure the person that this feedback time is for the benefit of both of you. For him/her not to repeat the same mistake (low performance) and for you to get the relation (or job) going in the best way.
4- You may add that this feedback session is difficult for you to give and not easy for him/her to accept. But assure them that the intention is “constructive criticism”.
5- Briefly state some of the good qualities (performance) that the person is currently doing. This step is used to reduce their tension. Some experts do not recommend this step because it may conflict with the message you are trying to give. Use your judgment to either to do this step or not according to the situation.
6- Point out the mistake/fault/low-performance (criticism). Give example of what the person had done and what was expected from him/her. Establish the gap and support it with evidences.
7- Make sure that the person understand the gap.
8- Suggest a way to remove the obstacles or explain the right behavior you need from them.
9- Agree on the required actions from the above step.
10- If this criticism is done in a work environment then record (by writing) the meeting highlights and the required actions. Set target date for each action.
11- Thank the person for their understanding and their positive way in accepting the criticism. Agree on a follow up meeting.
I hope this answer your question.
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Great article. І’m facing a few of these issues аs well..
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