Episode 113 - Constructive Criticism - a Sharp Weapon -and definitely NOT feedback

In this episode Stephen and I discuss Constructive Criticism - NOT feedback - constructive criticism.

Constructive criticism: providing information, support & content designed to improve performance because you can see the performance can be better.

This is one of my favourites as Stephen quickly makes it clear why I need to stop thinking that feedback and criticism as interchangeable terms and then guides me through a step by step guide in making Constructive Criticism work.

By the end of this I couldn't wait to unleash constructive criticism on the world around me!  I see it - now - as genuinely impactful and helpful to those around me.  And to me.

Any comments let us know at podcast@coachpro.online. Dont forget to head over to Coachpro.online for more of Stephen's content and guidance.

Some selected notes from the episode below:

Feedback is not the same as criticism – feedback doesn’t need to be constructive – only accurate
Criticism is sharper, more impactful.  Therefore, you need to be more considered, more professional and more thoughtful when you share it.
Criticism is not for every conversation – and it is constructive when you trust that there is a better performance to be had from the person you're sharing with
Feedback is everywhere and continual – criticism cuts through pointless opinion to those things that really matter
Don’t play with sharp knives if you’re not properly prepared - treat this the same.
Many people who are fearful of criticism feel that way because they have had a bad, prior experience.
Valid & accurate criticism is not the same as constructive criticism – being right doesn’t mean you are trying to help
When offering constructive criticism always make sure you start with the right mindset – are you looking to build or to pull something apart.
Constructive criticism should be seen as collaborative – you do this “with” someone and “for” some one – not “to” someone
The intent to the other person “If I didn’t think you were capable of more, I wouldn’t be having this conversation with you”
This is an important conversation – which is different from being a serious conversation
7 steps to deliver constructive criticism
1 Timely:  Face-to-face, private and in a setting to encourage a 2-way conversation.  Needs to feel important.
2 Agree the Facts:   Take the lead but carefully listen to the other’s viewpoint to understand how and what they see as the facts.  Facts are different from the truth
3 Ask & Listen:  Ask questions to better understand the circumstances around the facts – ask to be impressed by them rather than to impress upon them – helps to avoid prejudices and assumptions
4 Pinpoint the behaviour:  It is a behaviour that is being criticised – not the person.  Allows the behaviour to be viewed objectively and helps to minimise emotional responses
5 Motivation: Layer up the reasons for “why this matters” – the more the better – needs to be at least 7 to make a difference
6 Agreeing the Remedy: Avoid telling them the plan – need them to commit to a plan.  Can be given time but they need to own this.
7 End on a compliment: Not sugar-coating – reinforcing their strengths and your belief that they can perform better.  Have this in mind before you start.

Dissatisfaction is the engine of change - important motivator sometimes
Support the plan to be better – but don’t own it “What if you had less time?  What if you had to do more? 
Agreement is about words – commitment is about pictures – ask them “which bits of this are you going to find hard?” to help them form the picture themselves