Learn more about personaldevelopment with this collection
How to establish a positive team culture
How to collaborate effectively
How to build trust with a new team
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.
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If people feel you support their fundamental views and value them, the change will be easy and natural.
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Objectivity is crucial to constructive criticism.
The goal is to communicate that a performance standard has not been met. Your sentiments/judgments are irrelevant.
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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.
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... 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.
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Criticism without an action plan is worthless.
Give people direction or keep your mouth shut.
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... 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.
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"I would argue that it makes your company more inclusive because it puts the focus on results" and pushes politics aside and makes the metrics about the work. Although it may sound paradoxical, when people do that, they are actually kinder to one other, Murph said. "It's not about who can positio...
When conflicts occur, it's common to metaphorically "turn away" from the other person. We see the other person through a negative lens, focusing on what's missing, what's wrong, or the other person's flaws.
Remind the individuals that they are on the same team. Ask...
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