Monday, July 29, 2019

Critiquing behaviors



It was famously said, in a paraphrase: lead people, manage things. I buy into this advice, so I'm always on the alert for something that plays into it.

So here's a distillation of best practice for delivering criticism. And, full disclosure: the first time I really had to do this, I really screwed it up!

So, the main points are:
  • Deliver the news in person, not on the phone, Facebook, or by tweet or email!. I once had a boss (vice president) who was fired by email... so chicken-crap by the guy who sent the email.
  • Focus on actionable things to do. Seems eminently sensible to be concrete, but often you get this: A friend was told he did not have the "leadership presence" for executive office. What do you do with that?
  • Bring praise. I always try to start with praise. In fact, my advice is never come without praise. No one is a complete dolt. Seems kind of backwards to me to start negative and then wind saying: "but you do a lot of stuff well".
  • Encourage problem solving, since folks who can see a problem and get it solved always have a job; and those that can't are 'takers' for the most part and always at risk for their job.
  • Provide a model. If you're asking for change, there should be a model for guidance. Afterall, if there's no direction to change to, how is one to know where the utility lies?



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