Everyone in a critique has a role they must play. The three roles we rely on are presenter, audience, and facilitator.
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It’s important to know the difference between helpful feedback and unhelpful criticism.
If the goal of critique is to help move solutions forward and empower the team, feedback should primarily be presented in the form of exploratory and guiding questions, with an intent of building up and improving the work, and with the mindset of working together as opposed to criticizing the presenter.
The point of a critique is to explore problems, nurture ideas, and grow the team, primarily through listening and asking questions.
You can’t accomplish this goal if you’re constantly checking your phone or working on your computer (or checking Facebook).
It’s immensely helpful to reiterate the problem being solved before showing any work in a critique.
Vocalizing the problem and context for the work—and why it’s a problem or idea worth tackling in the first place—helps establish a foundation from which productive feedback can be given
Giving feedback to your employees is good for a number of reasons:
However, invigorating a healthy culture of providing feedback is a task in itself. It can feel intimidating and a lot like criticism but if done correctly, it allows a comfortable environment that is open for discussion.
Consider using an ice breaker when:
To do it right:
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