Leadership: Giving Criticism & Driving Improvement

Begin with praise and honest appreciation.
It is easier to take criticism after some praise.
Look for things done well before calling attention to failings.
Talk about your own mistakes before criticizing the other person.
The burden of criticism is easier to bear when shared.
It’s motivating when another has overcome the same challenges.
Call attention to people's errors indirectly.
Direct, harsh criticism can destroy incentive to improve.
Suggest alternatives: “How user-friendly will this feature will be?”
Suggest that the idea isn’t flawed; it’s the environment or situation.
Let the other person save face.
Others will get defensive for fear of being embarrassed.
Additionally, always try to give criticism in private.
Make the fault seem easy to correct. Use encouragement.
Make faults seem easy to correct and new skills easy to learn.
Praise the slightest improvement and every improvement.
Praise reinforces the development of a desired behavior.
Make praise as specific as possible.
Give the other person a fine reputation to live up to.
Example: “You’re quite capable, but your recent projects aren’t up to your old standards.”
Respecting others’ capabilities will empower them to succeed.