Delivering effective constructive criticism is an art

by Richard L. Weaver II

Because I taught speech-communication courses for my entire professional life, I either delivered constructive criticism to my students, or I taught graduate students how to effectively use constructive criticism with their students.

Just as writing is an extension of ourselves, our speech is, too. What this means is that as much as we may believe when we are evaluating another person’s writing or speaking, we are criticizing something they have constructed — that is outside of them — we are really judging them. A judgment rendered of another person’s writing or speaking is a judgment of them as a person.

The reason this is important is that it should help those in the criticism business to use caution, to be sensitive, and to show respect. This is especially important when the criticism is to be delivered publicly, in the presence of others — especially when those others happen to be peers.

With the popularity of the television show “American Idol,” and the numerous “look-alike” programs, public criticism, appraisal, and evaluation have been thrust into the public’s consciousness.

Because I am a writer, whether it is essays such as this, academic articles, speeches, or books, I am often on the receiving end of a great deal of criticism. This has placed me, as well, in the position of being asked to deliver criticism to others — family and friends. The only reason I mention this is because it positions me uniquely: sharing my own reactions to what I receive and sharing the cautions and constraints under which I operate when delivering criticism to others.

Criticism is one of the tools by which we are fashioned for better things.

In looking for a place to study for my Ph.D., I asked people who would be the toughest and most rigorous faculty member to have as my graduate advisor, and I enrolled at Indiana University with the sole purpose of having this person as my counselor, guide, and mentor. I sought out criticism. From that point on, I no longer had to invite it, it became part and parcel of the interaction I had with my advisor.

Overarching guidelines for giving criticism include delivering it in private when possible. Beyond that, it is important never to sound threatening, focus on the other person's personality, nor overstate the problem by using words such as “always,” “never,” or “worst.” In addition, keep the criticism balanced and keep focused on the problem.

Additional guidelines include giving criticism soon after the event, sticking to one subject rather than stringing together a number of criticisms, not reminding anyone of previous instances that are either resolved or unresolved, and using the “I” mode (“As I see it...,” “I think your best approach would be...,” or “If I were doing it, I think....”).

The events that triggered my interest in writing this essay include a number of instances witnessed on “American Idol” when contestants reveal belligerence, hostility, aggression, and confrontation when criticized. Most hostility, as anyone knows who has watched this reality show, has been directed toward Simon Cowell, one of the judges of contestants

Simon Cowell’s critiques are often the most accurate, less varnished, and most realistic of those given. Contestants appear by their choice. They are choosing to enter one of the toughest professions in the world, and one of critics' jobs is to offer them a realistic view regarding their choice of going into this profession and their chance for success.

An important aspect of any delivered criticism is how it is received. The older I get, the more I realize how little I know. But, I have always believed that I just don’t “measure up,” and with this outlook, I guess I never will. It’s a little like wisdom: “At what point do you become wise?”

Nothing makes most people bristle more quickly than unfair, unskillful, or unsolicited criticism.

When delivered well, most people will welcome feedback, and most, too, will listen to it. When receiving criticism it is important to maintain eye contact with the other person and an open body language. For example, it is best not to cross your arms, turn away from the other person, or reveal any contrary, antagonistic, or hostile attitudes or facial expressions. Rolling your eyes is an obvious, easily perceived, negative reaction.

These rules for receiving criticism are obvious and easy to accomplish. To make critical comments useful, you need to do more.

First, restate the criticism to make certain you understand it. Restatement also reveals a receptive attitude, and it may garner further clarifications or helpful comments. Second, view the criticism as an attempt to fix a problem rather than as a personal attack.

Because of the comments made at the opening of this essay, it is easy to view any negative criticism of your writing or speaking as an attack on your character. If this occurs, a natural reaction is hostility and retaliation—which may include name calling, comments like, “You don’t know what you’re talking about,” or a quick, negative, nonverbal expression and a retreat from the situation.

If you have been able to follow these rules for receiving criticism, then the final one, perhaps, is the most important. You need to discover a solution or solutions to each of them. Effective constructive criticism should prompt constructive change. That is what results in growth and development.

Being critical is easy, and offering criticism is easier still. But, delivering effective constructive criticism, when compared with nagging, nit-picking, and negativity, is truly an art. Feedback is critical for everyone, and it can serve as a valuable lesson. When critics offer comments from a foundation of sensitivity, trust, and respect, when they refrain from arrogance, threat, and emotion, and when their intentions and expectations are clear, their criticism becomes most valuable, and the art becomes obvious.
-----
At BankersOnline.com , Dr. Barton Goldsmith has an essay, “10 Tips for Delivering (Constructive) Criticism: Giving staff the feedback that they need and want,” Goldsmith’s 10 items are: 1) Take an honest look at where you're coming from. 2) Start and end with a compliment. 3) Listen to your own voice. 4) Eye contact is important It helps both of you stay focused and it communicates sincerity. 5) Choose the best time and place. 6) Do your best to avoid hurting your anyone's feelings. 7) Talk about the behavior not the person. 8) Use gentle humor if possible. 9) Work with your team member to improve the situation. 10) Don't harp. Once you have asked for what you need from your team members.

At About.Com: Race Relations , there is a short essay entitled, “How To Deliver Constructive Feedback in an Interculturally Sensitive Manner.” At this site there are six suggestions for delivering constructive feedback. It is worth a read.

At TheWorshipCommunity website , Russ Hutto uses the comments of the American Idol judges to characterize different styles for delivering criticism in his essay, “Constructive Criticsm: Are You Simon, Paula, or Randy?.”
-----
Copyright December, 2009 - And Then Some Publishing L.L.C.