Last blog talked about how to reframe your role as performance manager so that you are critiquing vs. criticizing. This helps you remember the personal investment that people make in their work. Leaders often say, “don’t take it personally” when confronted with the dismay of the criticized. More often they are too busy to see how hard their words have landed. Critiquing, instead of forcing people to disengage from their work, allows you to acknowledge their personal pride.
How would this way of critiquing change the delivery of corrective feedback?