As leaders we may choose not to use the word “criticize” and instead to substitute the word “coach” or “feedback”. However, regardless of semantics, a role that leaders cannot avoid is to point out to those who work for you when their actions, behavior, decisions, results or performance fall short.
Notice that I wrote “WHEN”…they fall short. That’s because even our best performers will occasionally fall short of our expectations. This role is uncomfortable for many leaders, so here is an approach to consider in approaching this role. Hopefully, it will not only may help you be more comfortable, but also help you to be more effective in this role:
- What? Ask “what happened?” Don’t tell people, ask instead. Telling gives the impression that you are pre-judging without necessarily having all of the facts/information.
- When? the best time to have this conversation is usually as soon as possible. However, if you are upset, perhaps a “cooling off” period is in order.
- Who? Take into account what you know about the person being criticized. As individuals, each of us has a different “tolerance and acceptance” level. As Leaders, we need to know our people well enough to know who responds better to a proverbial “verbal kick in the pants” and who responds better to a proverbial “verbal arm around their shoulder”.
- Where? Obviuosly, where should be someplace private. If you feel the need to assert your authority, use your office. Other times you may choose to do so in a neutral place rather than it being a “home game” for you.
- How? Make sure that you interject praise into your comments—but it must be genuine as all employees have “bull crap” radar. If possible (meaning if truthful), express your confidence in the individual to do better in the future.
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