Although many of us dislike when others criticize us, when we are
the recipients of fair and constructive criticism, it generally places
us in the best possible position to achieve to our full potential. One
of the most difficult activities for most people is to be objectively
introspective, and to be both willing and able to identify both our
strengths and weaknesses, and take needed actions to address any items
that we might be able to improve upon. Think about these words from Sima
Qian, whem he stated, "Though bitter, good medicine cures illness.
Though it may hurt, loyal criticism will have many beneficial effects."
However, unless we are both willing and able to listen to criticism, and
then to learn from it, and take proactive steps for improvement, the
curative impacts of an honest critique will never reach its optimal
effect. Regardless of one's field of endeavor, no one is ever perfect, and we all can potentially improve and do things better. If one is in a service industry, such as real estate professionals and investment advisers/ representatives, keeping one's eyes wide - open, and being aware of personal strengths and weaknesses, helps you become better! A constructive, well - intentioned, fair critique, is enormously helpful, for self - improvement!
1. What is the difference between mere criticism and constructive criticism? While it is generally quite easy for anyone who looks to identify issues that are less than perfectly handled, etc., the mere identification of these issues generally serves little constructive purpose. Constructive criticism is not about nit - picking, nor should it ever be used as an avenue for blame, insinuation, etc. Let's take for example how this difference impacts reviewing an event. The angry criticizer will simply bring up what went wrong, and act like he is attacking the event coordinators, often somewhat unfairly, and nearly always not constructively. On the other hand, constructive criticism reviews every aspect of the event, and while perhaps giving a less than favorable overall review, focuses on how these issues might have been addressed, and should be done in the future. It may require a thorough examination of negotiations, including skills, requirements, methods, and other basics. It may discuss technical issues, such as room setups, banquets, meetings, food and beverage items, etc. Or, it may involve a discussion about costs, priorities, etc. Another focus might be on marketing, etc. If done in a positive manner, the coordinator of the past event, who may have tried hard but simply not been fully prepared, will feel appreciated and maintain his motivation and commitment, while gaining valuable knowledge and insight for the future.
2. In my over three decades of consulting on leadership issue, I have on numerous occasions been asked to evaluate and "rate" individual leaders, in terms of their performance, preparedness, commitment, etc. Because I feel blame and negativity is rarely constructive, I approached these tasks with the objective of making these leaders far better at what they do. By identifying not only what went wrong, but how to remedy and rectify in the future, a less than stellar performing leader can eventually be molded into a true leader.
Constructive criticism is one of our most powerful teaching and training tools. Those who use critiques as a method to teach and motivate have discovered what a fabulous impact they can have.
1. What is the difference between mere criticism and constructive criticism? While it is generally quite easy for anyone who looks to identify issues that are less than perfectly handled, etc., the mere identification of these issues generally serves little constructive purpose. Constructive criticism is not about nit - picking, nor should it ever be used as an avenue for blame, insinuation, etc. Let's take for example how this difference impacts reviewing an event. The angry criticizer will simply bring up what went wrong, and act like he is attacking the event coordinators, often somewhat unfairly, and nearly always not constructively. On the other hand, constructive criticism reviews every aspect of the event, and while perhaps giving a less than favorable overall review, focuses on how these issues might have been addressed, and should be done in the future. It may require a thorough examination of negotiations, including skills, requirements, methods, and other basics. It may discuss technical issues, such as room setups, banquets, meetings, food and beverage items, etc. Or, it may involve a discussion about costs, priorities, etc. Another focus might be on marketing, etc. If done in a positive manner, the coordinator of the past event, who may have tried hard but simply not been fully prepared, will feel appreciated and maintain his motivation and commitment, while gaining valuable knowledge and insight for the future.
2. In my over three decades of consulting on leadership issue, I have on numerous occasions been asked to evaluate and "rate" individual leaders, in terms of their performance, preparedness, commitment, etc. Because I feel blame and negativity is rarely constructive, I approached these tasks with the objective of making these leaders far better at what they do. By identifying not only what went wrong, but how to remedy and rectify in the future, a less than stellar performing leader can eventually be molded into a true leader.
Constructive criticism is one of our most powerful teaching and training tools. Those who use critiques as a method to teach and motivate have discovered what a fabulous impact they can have.
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