<\/span><\/h3>\nMake sure that you direct your critiques towards the project, how it is moving, and the areas that need improvement, not towards individuals, or their character traits.<\/p>\n
Once things get personal, rationality flies out the window, and any insights that may have been gleaned are lost to<\/span><\/span> emotion.<\/p>\nFor example:<\/p>\n
“Honey, those pants are just too worn<\/span><\/span> out, we should replace them.”<\/p>\nVS<\/p>\n
“Honey, you just can\u2019t fit into those skinny jeans anymore.”<\/p>\n
Make it about the pants<\/span><\/span><\/del>\u00a0project<\/span><\/span>, not the person.<\/p>\n<\/span><\/span>Offer a solution<\/span><\/span><\/h3>\nNotice the suggestion to replace the pants, this provides a new thing to focus on, a common goal that will bring the team together, and move the project forward.<\/p>\n
Not to say that you always have to offer a great solution, but trying to provide some insight or general direction will make any negative feedback easier to swallow.<\/p>\n
<\/span><\/span>Maintain control<\/span><\/span><\/h3>\nJust because you are encouraging your team to be real with you, and each other, does not mean you should encourage them to say whatever the heck they want.<\/p>\n
You want to cultivate a company culture that encourages employees to challenge the status quo and ask hard questions.<\/p>\n
You do not want to encourage bullying, or personal attacks.<\/p>\n
Step in when you see team members cross this line, be firm with them so that they know that the behavior will not be tolerated, but also be very clear with them about why you are stepping in.<\/p>\n
Not everyone has great, or even decent social skills. Your hard-truth telling employee may not even know\u00a0that they have crossed a line. As their leader ,<\/span>you must clearly explain the difference between being brutally honest, and constructively critical. You may even need to break down exactly\u00a0how their behavior is inappropriate and \u00a0advise them on how to proceed in the future.<\/p>\nBe patient with your team, listen to their feedback (even when it stings), and, as always, lead by example.<\/p>\n
You will be rewarded with innovation, growth, and success.<\/p>\n
PS<\/p>\n
I really like my new pants!<\/p>\n","protected":false},"excerpt":{"rendered":"
Honesty is not always the best policy. Table of Contents Critique the project, NOT the person Offer a solution Maintain control This is something that I have learned from spending the last decade with a man who is terrible at little white lies. Having your husband gaze into your eyes and tell you, \u201cThat haircut […]<\/p>\n","protected":false},"author":28,"featured_media":969,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[54,162],"tags":[77,92,43,113,121],"_links":{"self":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/967"}],"collection":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/users\/28"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/comments?post=967"}],"version-history":[{"count":3,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/967\/revisions"}],"predecessor-version":[{"id":10013,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/967\/revisions\/10013"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/media\/969"}],"wp:attachment":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/media?parent=967"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/categories?post=967"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/tags?post=967"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}