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Usually the goal in constructive criticism is to
critique an individual so they will benefit or improve. We frequently
see, this especially when adults are teaching children in sports,
to increase their knowledge and performance. We also see this in
the workplace, when a supervisor is critiquing an employee with
the goal in mind to improve their performance or work habits. Unfortunately
in this day and age, especially in athletics, we find it more and
more difficult to give any type of criticism to children at the
grade school, high school and even college level. Bobby Knight all
too well has found this out, when he was coaching for the University
of Indiana. His techniques needless to say reached the ultimate
extreme in criticism, and were by far not that constructive.
The question remains, how do we give constructive criticism without
appearing to be phony or couching the constructive criticism to
a point where the person does not take it seriously?
- Constructive criticism has to be genuine. A person giving this
criticism has to genuinely feel it is important to give it.
- The person receiving the criticism must have some level of understanding
of your role, and understand that you truly want them to improve.
- Do not use statements like, “I want you to…”,
“You must understand…”, “You must see
the difference…”, “I need you to…”.
You are immediately setting the stage for the individual to become
defensive, especially if there is already a bad history of communication.
- Take a team approach. In other words, sentences like, “Let
us look at the following…”, “Let us look at
how you are dribbling or passing the ball, and how we can improve
your passing ability or your shooting technique so you can improve
and be a better basketball player.” At the job setting,
“Let’s brainstorm together”, “Let’s
put our heads together and think of how we can achieve an increase
in sales, so not only will company, but you will improve your
marketing and sales techniques.” By doing this, you have
created a collegiate type atmosphere. Both individuals are on
the same level. Now you can set the stage to critique, not criticize,
and then begin to construct a foundation for improvement.
In closing, constructive criticism takes time and practice. If
we want our children or our employees to accept constructive criticism
immediately, that will not happen. Constructive criticism presented
in a positive way, as well as open communication, takes practice.
Constructive criticism must be used effectively if the receiver
is to improve.
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