Criticism Vs. Feedback

Improving communication in the workplace

Criticism Vs. Feedback

As discussed the definition and the reason for criticism in a professional environment, let us understand the alternative for criticism.

What is happening during criticism?

When we criticize others even intending to correct others, the receiver immediately does not recognize it as a process correction than the comments target him/ her as personal. Once he/ she feels personal, he/she start defending their action by reciprocating into arguments or going onto inferior complex or developing personal vengeance with others.

However, in professional life, how can we proceed without judging or correcting others when they make a mistake? As a leader, we cannot be blindfolded with other’s behavior. There is an alternative to criticism, that is FEEDBACK.

Criticism vs. Feedback

There is a  minute difference between criticism and feedback.

Criticism is more about judgment or conclusion, more about targeting the person or harsh in the expression, inclined more on the past.

Whereas Feedback is more about evaluating the process, more about targeting the process and firm in expression and also provide solutions to correct the behavior and future-oriented

For example,

When  your team member makes a mistake in preparing presentations with more grammatical and typo error, as a leader, you have two choices to respond

If you are criticizing, the typical expression would be "You always make a mistake in the presentation. you do not know the basic texting process."

If you are giving feedback, the typical expression would be " I find more mistakes in your presentation and i suggest that you can use the “ spell check” option before you send it to others. Learn about it".

Both statements are pointing out the mistakes to correct the person, but there is a difference in expression, value addition to another person.

Criticism - a barrier for effective communication

Improving communication in the workplace

Criticism - a barrier for effective communication

One of the barriers to effective communication is “ criticism.” The moment we get into criticism mode, either the sender or receiver stop the communication flow.
 
What is meant by criticism?
 
Criticism is our judgement about someone or somebody’s activities and expressing more aggressively.

For example,

In one organization, senior design manager found a mistake of his subordinate's design work, called the person and shouted as follows, “you are useless designer, you do not know the design fundamentals, you are simply wasting my time” ... that is criticism ( Actually the manager only recruited junior designer !!)

In another organization, the business head rolled out a new initiative to his team and said, “ you people are never going to take it to forward as I know you failed in the past in similar initiatives.“ That is criticism.

 In both examples, the words are harsh, mainly hitting the person and not giving any improvement direction. That is the characteristics of criticism.

Why are we criticizing others?

We are making a judgement on others may be with good intention only like
 

1. We want others to improve
2. We like/care them to grow 
3. We may not like the way things are  being done
4. Our inherent nature of finding PERFECTION in everything or only seeing a black dot in entire white space.

Either we are criticizing others knowingly or unknowingly, but in reality, our words and expression hurt others. Criticism is affecting others by lowering the self-image or confidence in their process.

Let us discuss the following next week.

What is happening to the sender and receiver during criticism?
What is the alternative to criticism as our intention is still to make others improve?
The difference between criticism and feedback?
The more delicate aspect of giving feedback

Setting the Context for effective communication

Improving communication in the workplace

Setting the Context for effective communication.

 
One of the common pitfalls for ineffective communication is lack of clarity on the context or background. Assumptions play a significant role in distorting the intention of communication. As a leader, we need to spend more time on setting the context clearly when we communicate any critical instructions or task to others.
 
For example,
some years back, my manager asked me to prepare a plant layout design to accommodate some more facilities. I also got into data collection and micro designing of alternative options. One week later, he called me and asked me to show the proposal, and I replied that still, I was collecting the data. He got annoyed with my response. Then, he clarified that he wanted first the quick conceptual layout for feasibility purpose to get the approval from management, whereas I was working on the detailed, micro-level plan which supposed to be done once conceptually approved. We lost time.

Here the learning is “mismatch of assumptions” by both. Effective communication should be the manager must have communicated the purpose behind his request for layout options, in what phases he wanted to go for and timeline specific. That is the context setting.
 
When we are not setting the context clearly, people will assume based on their level of knowledge and background, and the communication intent may get lost. We may argue that the receiver also should clarify the assumptions, but in reality, the giver knows more, and he/ she has to set the context.
 
Hence, if you want to improve the effectiveness of communication, the context has to be articulated clearly without giving room for assumptions. Setting the context as part of the conversation becomes a habit once you consciously practice.  

Giving undivided attention

Improving communication in the workplace

Giving undivided attention
Having discussed the importance of making other people feel good in your presence and impact of body language on active listening, let us consider other factors on emotional aspects of communication like giving undivided attention during conversation.
 
 Undivided attention:
 
Either you speak to someone, or somebody talk to you, how much care you are giving to the conversation without any other distraction is all about undivided attention.

You might have come across a situation when you are conveying something to your colleagues or someone, and they might be looking at their mobile, laptop or looking around someone or waving hands to someone than listening to your message. That is the example of divided attention. When you undergo a similar experience, either you may lose energy or the other person receives half information. In either way, the effectiveness is lost.
 
Undivided attention can be demonstrated through your eye contact with the other person or prompting the other person or nodding your head when you listen to another person. Even though it looks like good manners, it is difficult for all to follow. Hence this is art or skill to be mastered with awareness and practice.
 
This skill is required, especially when you interact 1-1 basis with others.
 
I have given below the video link indicating the importance of undivided attention during 1-1 conversation. ( as found in youtube source)
 
https://youtu.be/psdlZ4ee3qE
 
Giving undivided attention is a conscious effort and can be developed with awareness and practice.