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How to establish a positive team culture
How to collaborate effectively
How to build trust with a new team
Say what the problem is
... and if you must amplify your message, say where your data came from. Never try to simultaneously be a good cop and a bad cop.
Make it clear that your goal is constructive change.
408
563 reads
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Let the fixes feel like their own
If people feel you support their fundamental views and value them, the change will be easy and natural.
354
503 reads
Deal in facts
Objectivity is crucial to constructive criticism.
The goal is to communicate that a performance standard has not been met. Your sentiments/judgments are irrelevant.
405
626 reads
Never qualify
When preparing to tell someone what they did wrong, avoid using qualifications like "With all due respect," "No offense," or "Don't take this the wrong way" to soften criticism.
577
944 reads
Show them the way
Criticism without an action plan is worthless.
Give people direction or keep your mouth shut.
512
661 reads
Ambiguity is your enemy
... when telling someone they're wrong.
Be concrete and don't sermonize, even if the person that's receiving your criticism knows she did something wrong.
387
608 reads
Focus on behavior, not character
For example, in saying "You were lazy in preparing this report" you may think you are helping the other person to improve a skills; instead, it addresses your assumption about the person's attitude toward their work.
436
570 reads
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