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Quinta-feira, 16 / 01 / 20

7 Signs You Are an Overly Critical Person and How to Stop Being One

Sherrie Hurd.

learning-mind.com

Posted January 16th, 2020.

 
 

 
 
You may think that you aren’t an overly critical person until you read about it. If you are, you can learn how to stop.
 
I am an overly critical person. There, I went ahead and admitted a fact about myself. To be honest, in the last few months, I’ve realized quite a bit of unhealthy aspects of my personality. But instead of letting it drag me down, I choose to work on this issue and get better. Are you overly critical?
 
What is an overly critical person?
 
You won’t recognize that you’re criticizing and judging people until it’s been done to you, or until you start reading about the signs. You may think the way you operate is normal, and your intentions are to help others be better people.
 
But remember, every human is an individual, and criticism doesn’t change them, it shouldn’t. If anything is to be changed, it should be done by the one who wants to change. Do you see my point? Well, in case you don’t understand, read on…
 
Signs of criticizing way too much:
 
1. A negative upbringing
 
Unfortunately, so many of us were surrounded by negative people when we were children. Our mothers, our fathers, even extended family members constantly talked about other people, and judged individuals on one trait, or what they wear.
 
If you grew up listening to all this negativity, you may still think it’s normal to criticize people and judge them. Yes, this trait of being overly critical can be deep indeed.
 
2. Labeled a negative person
 
If the people who are close to you are saying that you’re negative all the time, then it might be time to evaluate yourself.
 
No, you don’t have to take everything a person says to heart, but when family and friends repeatedly tell you to stop being so judgemental, then you probably need to change that fact and try to be more positive. If you’re used to being negative, this will be hard to do, but it will be so worth it when results show.
 
3, Micromanaging is second nature
 
If someone in your household is repairing a window or cooking a meal, it will be almost impossible for you to let them do it without your help – moreover, it does not really help, it’s the fact that you will tell them all the ways they’re doing it wrong. You may even take hold of the tools or utensils and do a bit of the work to show them.
 
This is a glaring indication that you are much too critical of others and what they do.
 
4. You have a mental disorder
 
I hate mentioning this one again because it seems to be a growing issue. However, if you have a mental disorder, you may also have a problem with criticizing people. Paranoia will make youconstantly ask questions about how someone is completing a task. Anxiety will make you criticize almost everything, honestly.
 
I do this. If I don’t have consistency, then something is wrong. If someone looks shady, then I will say they’re shady. Yes, I am embarrassed to admit it, but mental illness can cause us to become extremely judgmental while we wish others weren’t so judgemental of us. So, when we fight the stigma, remember, let’s fight the judgment in ourselves as well.
 
5. Nothing is completely enjoyable
 
Do you know those people who go out and have a good time and come home smiling? Yeah, I’m not one of them. I want to be, and I want it so badly I could scream. You will recognize the overly critical person by the fact that they find something wrong with everything.
 
You could simply be going to see a movie, and they will complain about some trivial little things like too many previews. Ordinary people enjoy the movie and go home happy. No matter how fun the day is, the critical people will find the fault – we will find the crack in perfection.
 
6. You’re always moody
 
An overly critical person will always be moody, whether they have depression or not. That’s because not everyone else is doing things as you would do them.
 
For instance, a critical person can get angry because someone forgets to open the door for them. This could have been a one-time incident, but they will label it as being inconsiderate. There are so many things that moody people notice and it makes them even darker.
 
7. You complain all the time
 
A critical person will complain so much that they prepare themselves for the bad day they will have, no kidding. I got in the habit for a while of waking up and immediately wondering how someone was going to make me mad at some point during the day. I should have been thankful and thinking about all the time I had to get good things done.
 
Then when people come around, and something isn’t right, like you expected, you complain. You complain if you get too much attention, you complain if you aren’t, you complain if it rains, you complain if it stays dry and hot. No matter how wonderful the day is, a constant critical person will make it tarnished.
How do we stop this?
 
So, since I do this too, we gotta learn to stop together, right? I’ve been reading up on some material that’s starting to help me with this problem. If that critical thinking is deep-rooted in childhood, then when you start thinking that way, remember where it comes from and say a resounding “NO!”
 
What this does is it reminds you that you are not your ancestors, and you can see the world in a different way.
 
If you suffer from a mental disorder, then working with your therapist and telling them ALL the truth about your day will help them find ways to turn your thought process around. It’s all about your mindset.
 
I’ve learned that. You see, you’ve set your mind to bad, and gradually, with small steps, you can set it to good. Instead of saying, “Oh god, I wonder what crap I will have to put up with the day.”, say,“Oh, I am so excited to start this new day!”
 
For the complainers, practice finding at least one good thing about the person you’re criticizing. For the ones who criticize even their fun times, try to only have fun and ignore those pestering thoughts telling you that the drive was too long, or the bathrooms were too dirty.
 
It’s all about practice, you see. It’s bettering yourself a little bit every day. If you fail, just try again. Don’t let others’ negative remarks spark your negativity. Return a negative comment with a nice one. It will startle them and they will get confused. I’ve been doing this lately.

 

 

Sherrie Hurd

 

 

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No religious or political creed is advocated here.

 Organised religion is unnecessary to spirituality.

 Excellent teachings of the masters have been contaminated by the dogmatic control of these religions.

 Discernment yes; judgement does not.
If you use discernment you are free to research with an open mind. 

With discernment it is possible to reach the spirit of the letter of any writing and it is also much easier to listen to the voice of the soul that comes from the heart.
Individually you can be helped to find your Truth that is different of everyone. 
Please respect all credits.

 
Discernment is recommended.
 

All articles are of the respective authors and/or publishers responsibility. 
 
 

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publicado por achama às 18:45
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Sábado, 30 / 11 / 19

‘Israel has lost even pretense of respect for international law’ – expelled HRW official to RT

rt.com.

Posted November 30, 2019 by Edward Morgan.

 
.

 


A top Human Rights Watch official recently deported from Israel spoke to RT about his expulsion, warning that the world will hear about more rights abuses in the occupied Palestinian lands if it doesn’t act.
 
Omar Shakir, an American citizen and Human Rights Watch (HRW) director for Israel and Palestine, was deported earlier this week under the pretext of calling for a boycott of the Jewish state. He told RT that evicting a HRW official for his professional activity was a telling move.

 
“This is without doubt an effort to muzzle down Human Rights Watch and to muzzle advocacy for Palestinian rights,” Shakir proclaimed.
Israel is regarded a Western-style democracy, but free expression there actually excludes campaigning for the rights of Palestinians, Shakir pointed out.
This move shows the degree to which Israel has lost even the pretense of respect for basic international norms. If Israel, despite criticism from much of the world, deports me as it did earlier this week for my rights advocacy, how it will ever stop abusing rights?
By throwing out a representative of “one of the world’s largest human rights organizations,” Israel is trying to warn other rights groups that “your work documenting rights abuses could result in facing new punitive sanctions.”
The 41-year-old official was told to leave Israel last year after being accused of engaging in Boycott, Divestment, Sanctions (BDS) movement activities – that’s due to a controversial 2017 law that barred foreigners who publicly call for a boycott of Israel from entering the country.
HRW appealed the Interior Ministry’s decision not to renew his working visa, but finally, Shakir was put on a flight out of Tel Aviv’s Ben Gurion International Airport on Monday.
It is “on the international community now to act because if they fail to do so, their criticism will look toothless,” Shakir concluded.
 
 


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Archives:
No religious or political creed is advocated here.

 Organised religion is unnecessary to spirituality.

 Excellent teachings of the masters have been contaminated by the dogmatic control of these religions.

 Discernment yes; judgement does not.
If you use discernment you are free to research with an open mind. 

With discernment it is possible to reach the spirit of the letter of any writing and it is also much easier to listen to the voice of the soul that comes from the heart.
Individually you can be helped to find your Truth that is different of everyone. 
Please respect all credits.

 
Discernment is recommended.
 

All articles are of the respective authors and/or publishers responsibility. 
 
 

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publicado por achama às 19:56
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Domingo, 24 / 11 / 19

8 Types of Logical Fallacies and How They Distort Your Thinking

Alexander Nyland

https://www.learning-mind.com/

November 24th, 2019.


 
 
We often come across various types of logical fallacies when engaging in an argument or debate. These can slip into our reasoning when trying to argue a claim. Perhaps this is due to building a poor argument, for deliberate aims or simply through laziness.
 
However, what is meant by types of logical fallacies? For instance, we need to know what logical fallacies are before we can scrutinise some of the many forms they take.
 
What Is a Logical Fallacy?
 
A logical fallacy is a flaw in reasoning. It is a point that is made that’s logically false. This renders the argument defective due to the plausible validity of it being undermined.
 
Sometimes they are easy to spot and sometimes they are much more subtle. This can depend on how they arise is an argument. As mentioned, someone may just have constructed a weak argument. As a result, these logical inconsistencies may begin to appear.
 
On the other hand, a seasoned rhetorician may use them in a more tactical way. They will purposely use them to dupe the audience to their way of thinking.
 
In whatever situation they may appear in, you should know and recognise the many types of logical fallacies in the most basic sense. Then you can benefit greatly in various different aspects of your life.
 
Notably, it will help you become more adept in your own reasoning. In addition, it can also equip you with means to deconstruct an opponent’s argument effectively.
 
In this article, we will explore many common types of logical fallacies that can crop up in a debate. We will discuss how you can spot them and recognise how they can manipulate debate and distort your thinking.
 
8 Types of Logical Fallacies and How to Spot Them
 
Logical fallacies come in many different types and forms. Here is a list of 8 of the most common that you may come across. Each one comes with an explanation so that you may be able to see them at work for yourself.
 
Ad Hominem Fallacy
 
An ad hominem is a personal attack. One would use a personal attack on their counterpart rather than using sound reasoning to advance their argument. This is usually done when someone is criticising or disagreeing with another person’s view.
 
However, they show this criticism and disagreement through personal insults. Moreover, these insults are not connected or applicable to the subject at hand.
 
Verbal attacks replace logical thinking. It proves nothing except a poorly built argument. Indeed, it does nothing to develop the debate.
 
Look out if someone starts to personally insult you in some way when engaging in an argument. Identifying the ad hominem will allow you to expose it. In turn, this might strengthen your position in the debate.
 
Strawman Fallacy/Argument
 
The strawman fallacy is a poor ploy to try and make your own position stronger. You achieve this by criticising a position that the opponent never held. You would not deal with the actual matter at hand. Instead, you would respond to a genuine stance that your opponent has taken.
 
For example, one would manipulate this position and attack a superficial stance that you have created for them. This position may seem similar to what they have argued but it is ultimately false and unequal.
 
Hence, you end up criticising a position that your opponent never wanted to argue for in the first place. The strawman fallacy cheaply manipulates the discourse to strengthen a position. Listen carefully for this. Scrutinising this immediately will allow you to uncover this weakness.
 
Appeal to Authority
 
Sometimes citing an authoritative figure or organisation to back up your argument can be an effective way of strengthening it. However, relying on this can make your position weak. Not to mention, it can steer the debate away from the real issues at hand.
 
The appeal to authority fallacy occurs when you wrongly apply authority to your argument. This is done to provide proof of what you are trying to say.
 
Appealing to authority can initially seem like a persuasive tool. However, often it needs additional support to really be effective. Otherwise, it can be just a cheap way of falsely making an argument look stronger.
 
Appealing to authority can be relatively easy to spot. What important is to evaluate it in the context of the subject of the debate. Only then can you see whether it is relevant or appropriate.
 
Bandwagon Fallacy
 
The bandwagon fallacy is another addition to this list of types of logical fallacies. It is also perhaps one of the easiest to deduce. Most people will be familiar with the phrase ‘jumping on the bandwagon’. The bandwagon fallacy is essentially this but using it as a means of gaining support and credibility.
 
This fallacy is judging something to be true just because many others believe it to be. Or, taking up a position, without any prior belief in it, because many others support it. To put it another way, deceitfully gaining support for a position and bolstering in the process.
 
Slippery Slope Fallacy
 
The slippery slope fallacy occurs with a reasonable proposition and then spirals into fanciful and extreme suggestions or consequences.
 
Someone may begin their reasonable proposition, then suggest something will happen as a consequence, and this relates to a chain of linked events. However, as the proposition unfolds it eventually ends in a highly improbable outcome.
 
This can be easy to spot. The ridiculous or inconceivable outcome has little to no evidence to suggest that it may actually come about.
 
Hasty Generalisation
 
A hasty generalisation is exactly as it sounds. Someone may hastily generalise their argument. Then they will reach their conclusion swiftly without any substantial evidence to back it up. This could be for several reasons:
  1. Rushing to a conclusion
  2. Making a sweeping assumption
  3. Making a wild exaggeration without any sort of credible proof
 
It is essentially jumping to a conclusion erratically without much thought and without enough evidence to support that conclusion. It can occur through a poorly structured argument.
 
If an opponent in a debate seems to have reached their conclusion quite quickly and without much evidence, then it’s probably a hasty generalisation.
 
Circular Argument
 
A circular argument is when someone arrives at a conclusion in which they just repeat what has already been established or assumed.
 
It is a type of logical fallacy doesn’t really prove anything new. Actually, all it does is repeat previous arguments in the same way. However, it insinuates a new conclusion is reached.
 
An example of this would be “the bible is true, therefore, you should accept the word of god”. We have no new conclusion after the original premise of assuming the bible is true. All we have is a conclusion that resembles the original premise.
 
Tu Quoque Fallacy
 
‘Tu Quoque’ is Latin for “you too”. This logical fallacy diverts attention from the argument at hand and the attention on yourself. Rather, it seeks to expose the hypocrisy in your opponent.
 
It works by taking away the criticism of yourself by throwing it back at your opponent. It does this effectively by either making a similar or the same accusation.
 
Imagine you are watching a political debate and ‘politician A’ accuses ‘politician B’ of lying to the electorate about a particular policy. A tu quoque fallacy would occur if politician B would just retaliate by pointing out that politician A has also lied in the past. They would make no attempt of defending that accusation put against them.
 
Focusing on an opponent’s hypocrisy is a false attempt to discredit them. This is because it does not further the argument in any way – it just answers criticism with criticism.
 
How Do These Types of Logical Fallacies Distort Your Thinking?
 
These types of logical fallacies have the potential to distort our thought process in a debate. This is due to the illogical and irrelevant stance that they may take. They can often throw us off course if confronted with them.
 
At the same time, they can divert the argument into another direction or weaken your own argument if you do not know how to recognise or expose these logical fallacies.
 
Final Thoughts
 
The first step to overcoming this and strengthening your debating and reasoning skills will be learning what these logical fallacies are and how to spot them. Once you understand what they are you can credibly present your argument.
 
References:
 
 
COPYRIGHT © 2019 LEARNING MIND. ALL RIGHTS RESERVED. FOR PERMISSION TO REPRINT, CONTACT US.


About the Author: Alexander Nyland

 
Alexander Nyland is an avid writer, blogger and traveller with a Bachelor of Arts degree in English Literature and Philosophy, graduating in 2018 from the University of Sheffield. His particular focus and interests in his studies included Film and Ancient Greek philosophy. Alex has always been fascinated by art, culture and philosophy and believes they are an integral and important part of all of our lives. He has his own blog, thefilmpheed.com, which discusses these subjects and their role in our lives and society in-depth.
 
 
 

Compiled by http://violetflame.biz.ly from: 
No religious or political creed is advocated here.

 Organised religion is unnecessary to spirituality.

 Excellent teachings of the masters have been contaminated by the dogmatic control of these religions.

 Discernment yes; judgement does not.
If you use discernment you are free to research with an open mind. 

With discernment it is possible to reach the spirit of the letter of any writing and it is also much easier to listen to the voice of the soul that comes from the heart.
Individually you can be helped to find your Truth that is different of everyone. 
Please respect all credits.

 
Discernment is recommended.
 

All articles are of the respective authors and/or publishers responsibility. 
 
 
 
Free counters!

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publicado por achama às 16:27
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Quarta-feira, 03 / 07 / 19

What Is Pygmalion Effect and How It Can Bring Positive Results ~ Francesca F.

What Is Pygmalion Effect and How It Can Bring Positive Results.

By Francesca F.

July 2nd, 2019. 

 

 

In a position of power, how you treat those below you makes a huge difference, as proved by the Pygmalion Effect.
Whether we are looking after children, managing staff, or coaching a team, our behavior has a direct influence. It is all too easy to see some as more capable than others, and some as more disruptive. We subconsciously give the higher achievers more attention because we want to give them the best chance. However, were we to give equal expectation to all, we improve the performance of the whole team.
The Pygmalion Effect is a psychological phenomenon which explains why we should have high hopes for everyone, even when they are not initially performing.

What Is the Pygmalion Effect?

The Pygmalion Effect is an interpersonal motivational phenomenon whereby higher expectations lead to an increase in performance. Conversely, low expectations lead to reduced performance in the same way.
It is the very notion of a self-fulfilling prophesy as attributed to sociologist Robert Merton in 1948. In his writings, Merton described the phenomenon of a false belief becoming true over time. This creates a feedback loop whereby we assume we are always correct because we believe ourselves to be. We essentially hypnotize ourselves to achieving what we want.

Robert Rosenthal’s Research

Robert Rosenthal defined the Pygmalion Effect as the phenomenon whereby one person’s expectations for another’s behavior serves as a self-fulfilling prophecy. Rosenthal’s work came to prove that a teacher’s expectations for a student highly influenced the student’s performance.
A group of students took a test which Rosenthal said would be able to identify ‘growth spurters’. ‘Spurters’ are those likely to achieve academically. Rosenthal gave teachers names of pupils Rosenthal said he expected to achieve. ‘Spurter’ students showed a significantly greater increase in performance throughout the year.
‘Spurters’, however, were chosen at random. Rosenthal claimed that the only influence in their performance was the beliefs of the teacher. This proved that the expectation of the teacher, parent, or coach has an incredible impact on the performance of the child.
Rosenthal posed four key factors which explained why this was:

Climate:

Teachers acted warmer and friendlier to those children said to spurters.

Input:

Teachers gave more time and energy into the children said to be spurters.

Output:

Teachers called on spurters more often to give answers in class.

Feedback:

Teachers tended to give more helpful responses and in-depth feedback to children said to be spurters.

It is not only children affected by the Pygmalion Effect.

The Pygmalion Effect is also applicable in the workplace in managerial expectations of employees. Those who receive frequent recognition from bosses will feel more motivated to do even better. Conversely, those who are constantly criticized soon lose motivation to try their best and the quality of work may suffer.
When we look at the phenomenon of the Pygmalion Effect, we can clearly see that the way we treat people can vastly alter their performance. We can even use it to consciously change the behavior of others in a positive way. The more we view people as capable of more, the more likely they are to strive to achieve more.
We can see the converse of the Pygmalion Effect in stereotypes of social class in schools and workspaces. The less we believe in someone, the less they are likely to achieve.
By keeping the four aspects of impact in mind when addressing someone you are managing, you can put the Pygmalion Effect to full use.

The first step is creating a positive environment for all.

Offer the same warm and friendly environment to your entire cohort and they will feel more comfortable and secure. This has a powerful impact on ensuring high productivity because comfortable people work best.

Ensure that you are giving the same time and energy to those who may not achieve as those who will.

Be conscious of your feedback and who you decide to give difficult tasks. You may trust those with a consistently high level of output, but by stretching others, you help them improve.

Positive reinforcement is a powerful tool.

When people feel as though they are achieving, the Pygmalion Effect proves that they will keep striving for greatness.

The Pygmalion Effect is a psychological embodiment of mind over matter.

Reinforcement of expectation and belief that someone can achieve is more likely to bring about achievement than criticism. Understanding the Pygmalion Effect and how to use is a valuable tool in people management.
It can help you to get the best out of your team and increase the performance of those who are under-achieving. You have more power than you realize over those who aren’t achieving. With a little belief, even the lowest achieving member of the team can improve.
Practicing working with the Pygmalion Effect can take time, as people sometimes need convincing that they can achieve more. It is easy to criticize and expect achievement through fear.  Stay consistent and remind each person what is expected of them and offer praise when they achieve. Over time, you will see the results you are looking for and the entire team will increase in performance.
References:
  1. https://www.psychologytoday.com/
  2. https://link.springer.com/

 

 

  1.  

 

 

 

 

About the Author: Francesca F.

Francesca is a freelance writer currently studying a degree in Law and Philosophy. She has written for several blogs in a range of subjects across Lifestyle, Relationships and Health and Fitness. Her main pursuits are learning new innovative ways of keeping fit and healthy, as well as broadening her knowledge in as many areas as possible in order to achieve success.
 
 
 
COPYRIGHT © 2018 LEARNING MIND. ALL RIGHTS RESERVED. FOR PERMISSION TO REPRINT, CONTACT US.
 
 
Compiled by http://violetflame.biz.ly from: 
 
 
 
No religious or political creed is advocated here.

Organised religion is unnecessary to spirituality.

Excellent teachings of the masters have been contaminated by the dogmatic control of these religions.

Discernment yes; judgement does not.
If you use discernment you are free to research with an open mind. 

With discernment it is possible to reach the spirit of the letter of any writing and it is also much easier to listen to the voice of the soul that comes from the heart.
Individually you can be helped to find your Truth that is different of everyone. 


Please respect all credits.

 
Discernment is recommended.
 

All articles are of the respective authors and/or publishers responsibility. 
 
 
 
Free counters!

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publicado por achama às 22:09
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Domingo, 16 / 06 / 19

The Art of Constructive Feedback: How to Give and Receive It ~ Michelle L.

The Art of Constructive Feedback: 

How to Give and Receive It.

By Michelle L. 

Contributor writer to Learning Mind.

March 16th, 2019. 

 
constructive feedback
 

 

Few people are likely to raise their hands with an enthusiastic ‘me’ when it comes to receiving criticism. But those who are advocates of it know that constructive feedback is not only useful but also essential.
People don’t love feedback too much because they are unfortunate recipients of crippling criticism – the kind that makes them feel as though they aren’t able to do anything worthy. That outlook may change if they understand the difference between negative criticism and constructive feedback that helps them grow.

Telling the Difference Between Constructive and Negative Feedback

Giving criticism is integral to your role, whether you’re a parent or a manager who looks after the performance and welfare of staff. Many people feel that they have done their jobs as long as their children or subordinates receive some feedback. The raw truth is that criticism isn’t useful if it shatters the recipient’s confidence completely.
Delivery is the key, and the first step to doing so effectively is to understand the difference between constructive and destructive criticism.
People use negative feedback if their goal is to shatter a recipient’s confidence. Managers may tell their subordinates how poorly they’ve performed on tasks without providing evidence or reasons for their evaluations. Employees seldom understand why they’ve underperformed or know how to make improvements.
And there is a parallel to the home – parents who give negative feedback to their children may discipline their youngsters without telling them why they have earned harsh criticism.
Constructive feedback, conversely, instills confidence in an employee or child. Think about your favorite teachers when you were in school. They were probably the ones who knew how to point out the errors in your assignments without making you feel as though the topics assigned were out of your league.
Similarly, respected and competent managers are the ones who highlight the flaws in their employees’ performances without making them feel like complete failures at their jobs.

Why Constructive Criticism Isn’t Always Bad

Feedback in any form isn’t easy to swallow. Perhaps you need some convincing.
First of all, feedback tells people about your expectations and improves performance. Learning about their strengths increases the confidence of your employees. They gain the motivation they need to improve their skills and align with business objectives. The person who provides feedback also becomes proficient when doing it.
Furthermore, organizations invest considerable sums of money in finding talent. That said, employees have to spend a significant amount of time learning their roles and responsibilities. Feedback helps them with their work so that companies won’t have to find replacements.
Feedback improves trust. It creates a bond between parents and children. Most children understand that parents mean well when they make suggestions. If you are a manager, giving constructive, open feedback to your employees builds their rapport with you. It inspires loyalty.
A manager’s role is to offer feedback that encourages a staff’s development. It is vital that he or she does so on an ongoing basis and not only when performance reviews come around.

How to Provide Constructive Feedback

Constructive feedback is essential to get others to improve on their shortcomings, without causing ill-feeling or shattering their confidence. Here are a few tips to help you get started.

1. Be specific and focus on the problem

First of all, instead of merely telling people what they need to do better, explain why they need to make improvements. Saying “You need to submit work on time” and leaving the statement open assumes that recipients understand what the problem is. However, this may not be the case – perhaps the employee has never faced the ire of bosses before.
Also, never assume that people have the necessary background information they need. They may not understand how their behavior affects you or others. The more you focus on the problem, the more likely the recipient of the feedback is to address it.
If necessary, tell them how the situation affects you and the rest of the business. The more specific you can make your feedback, the more actionable it will be.

2. Don’t get personal

“Constructive” implies that feedback should focus on impartial observations instead of personal attributes.
“Your draft was poor” isn’t likely to get a warm reception. The recipient of the feedback will probably see it as a personal attack instead of an objective assessment, even if the work is not up to par. Focus on the problem at hand and not the person’s attributes.

3. Use the Sandwich Method

One essential key to making feedback palatable is to include positives with the negatives. It tells everyone that you have a balanced perspective.
Deliver feedback like you would serve a sandwich. State the positives, discuss problems, and finish off with more positive feedback to cushion any sting.
For example, you can tell a child, “You’ve improved your math test score.” Then discuss the areas that need improvement. “But the algebra needs some work.” It’s essential to finish off with, “You’ll become a math whiz in no time.”
You can use this approach if you’re addressing employees. Start with “You did an excellent job this quarter. Sales are up by 15%.” Then, discuss the problem areas.”Customers have mentioned that response times are a little slow.” Round off with “Overall; they are delighted with the work you’ve done.”
Be careful not to be too positive as you may come across as insincere; everyone needs to improve. The Sandwich Method of delivering feedback ensures a balanced perspective.

4. Be direct but informal

Try not to use technology such as email, text message, or the phone to relay your feedback, as this can lead to misinterpretation and make it seem less important than it is.
Don’t deliver feedback via text messages or emails unless circumstances entail otherwise. Using technology may lead to misinterpretation and cause people to dismiss it.
Have an honest chat with the person instead. Try not to beat around the bush because constructive feedback is most effective when delivered straight to the point.
Find a quiet meeting room where you can have an honest and informal one-on-one chat with the employee. At the same time, try not to beat around the bush; whether it’s positive or negative, feedback is most effective when you get straight to the point.

5. Show your sincerity

Make sure that your tone and manner matches your feedback, to avoid confusion. If it’s positive, make sure that your body language shows that you appreciate the person’s efforts. If the input is negative, use a serious tone to indicate that the problem needs addressing.
Again, remember not to address personal attributes to prevent blame assignation or fault finding.

6. Listen

To ensure that your feedback is constructive, allow recipients to respond. The response time is essential, especially if the criticism is negative. It shows them that you are genuinely interested in their interpretation of events and that you sincerely welcome their solutions.

7. Make it timely

Always try to give positive feedback when the employee’s praiseworthy achievement is still fresh in everyone’s memory. Give positive feedback when the achievement is still fresh in everybody’s minds, to ensure objectivity.
Timing is essential when delivering negative feedback. Again, it’s wise to cool off before addressing issues to ensure that you don’t color your feedback with emotion.

Receiving Negative Feedback

Feedback is a two-way street. We receive criticism as often as we give it; here’s how to accept input like a professional.

1. It’s never personal.

First of all, feedback isn’t personal if you deliver it constructively. It merely consists of impartial observations, whether in a business context or otherwise.
It doesn’t matter if the person giving the feedback is being mean or wishes you well. What counts is yourself and your reaction. Respond respectfully and with gratitude. Remember that you’re intelligent enough to discern if the person means well.

2. Ask for examples.

 
Most people try not to offend when giving feedback and therefore skirt around the issues at hand.
They try to be as polite as they can, which is excellent for removing the sting of negativity. However, you will need to provide details if you wish to get to the root of the issue.
 

 

Show that you’re not interested in fault finding but only in solving problems.

3. Get help.

A sure-fire way to show your interest in another person’s feedback is to ask for advice on improving your performance. Say, “I feel the same way as you do and would like to do better. Do you have any advice?”
When you acknowledge the truth of the feedback and ask for advice, you show your willingness to learn. The deliverer of the input is likely to respond with helpful counsel.

4. Share your progress.

You are likely to work on areas that need improvement if you respect the people who deliver the feedback. Share your progress with them and show them that you are willing to take the steps necessary to improve your performance.

5. Be a feedback mirror.

Remember that people make themselves vulnerable to criticism themselves when they deliver it; after all, no one’s perfect.
That may be why people are so rarely honest about what they think of others. Offer yourself as a partner in self-improvement, and you’re likely to become an agent of change.
Constructive feedback produces results without causing any hurt if delivered well. Try these the next time you are a deliverer or recipient.
 

About the Author: Michelle L.


Michelle is a freelance writer who loves all things about life. She has a broad range of interests that include literature, history, philosophy, human relationships, and psychology. When she is not busy writing her heart out, you will find her tinkering jazz tunes on her piano. She loves anything that helps her to grow as a person, including her pet terriers, Misty and Cloudy.


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publicado por achama às 22:26
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