Your Progress

Target the behavior you want to criticize.

Make your criticism as specific as possible.

Be sure the behavior you are criticizing can be changed. If it cannot, then stop.

Use "I-statements" and avoid threats and/or accusations.

Make sure the other person understands your criticism and the reason for it. Don't mumble or talk too fast. Even the best of criticism is useless if the other person does not grasp what you are saying.

Don't belabor the point. Lengthy and repeated criticism simply inspires the other person to "tune-out." Similarly, don't turn your criticism into a lecture. Bored listeners pay no attention.

Offer incentives for changed behavior, and commit yourself to share in resolving the situation.

Don't allow your own negative feelings to color your words. Watch your voice for overtones of hostility or sarcasm. Avoid angry gestures such as clenched fists, scowls and frowns, and pointing fingers. Nonverbal attitudes should reinforce your words, not contradict them.

Show that you empathize with the other person's problem or feelings.

Hold criticism for an appropriate time and place. Spontaneous criticism may lead you to say things you don't really mean, or to express yourself in a destructive way.

Consider trying to defuse a hostile response to criticism by "predicting" the other person's reaction: I know I am say this to you because I know you will take it well.

If your criticism produces positive results, give verbal recognition and appreciation.

A. Giving & Receiving Criticism: Discover how to respond assertively.

B. Constructive Criticism: A checklist to assure positive results.

C. Improving Morale: Tactics for handling complaints, gossip, excessive responsibilities and building group cohesion.

D. Reducing Stress: Tackling job dissatisfaction, boredom, changes, excessive responsibilities, and difficult relationships.