The teacher's critical remark containing is not constructive. Basic rules of constructive criticism

If in the course of joint activities you need to make a remark and at the same time not offend a person, you must observe basic rules of constructive criticism:

Focus on constructive suggestions, not accusations;
it is necessary to praise in public and criticize in private;
constructive criticism implies careful attention to the partner's point of view and suggestions;
according to the rules of constructive criticism, respect for the partner's opinion and the facts provided by him should be shown;
the conversation should be conducted in a calm and friendly tone. Start a conversation with questions that you don't disagree on;
the rules of constructive criticism suggest that you first sincerely praise the interlocutor, and only then criticize;
do not point out errors directly, do it indirectly;
use criticism - "ricochet", talking about the actions of an abstract person;
do not impose your opinion, express it as a discussion;
do not raise your voice, do not use the phrase "How many times have I already told you" - these are incorrect methods of strengthening the argumentation;
the rules of constructive criticism provide for the provision of psychological pauses to the interlocutor. Don't insist on accepting your point of view and admitting mistakes immediately;
if you are wrong, admit it immediately;
constructive criticism involves self-criticism. Remember and admit your own mistakes, and the self-esteem of the criticized will not be hurt;
present the flaw in such a way that it is easy to fix it, help to find a way out of this situation;
- this is a criticism of actions, not a person.

There are various forms of constructive criticism:

Encouraging. “Not everything worked out this time. It will only get better in the future ”;
Criticism-reproach. “It's a pity, I was counting on you so much”;
Criticism is hope. “I hope it will work out next time”;
Analogy. “And in due time I made (a) the same mistakes”;
Praise. “The work was done well, but not in full”;
Empathy. “I understand you very well, but nevertheless the work must be done”;
Regret. “Unfortunately, I must point out the inadequate quality of the work”;
Comment. "This is done incorrectly, next time consult in advance";
Requirement. "Redo the job!";
Fear. “I’m afraid that next time I will not be able to entrust you with such a job”;
Constructive criticism. “The job was done wrong. How are you going to fix this? "

Criticism is useful only when a person is able to perceive it correctly. The principle of correct perception of criticism- any job done can be done better.

The first stage of the correct perception of criticism is its recognition, the second is meaningful reasoning from the point of view of usefulness, the third is the correction of the error, and the fourth is the provision of conditions that exclude the repetition of the error.

The critic has the right to defend his opinion, but distortion of facts for the purpose of justification is not allowed.

The best response to criticism is a commitment to fix the current situation with specific timelines and resources.

Rules for constructive criticism give all participants in the discussion of the problem the same rights.

Along with the correct attitude to criticism, one of the main communication skills is the ability to correctly point out mistakes - the ability to criticize ( constructive criticism).

Wrong criticism (false and destructive criticism) can easily turn a person against you and cause aggression and hostility, or lead to useless arguments and excuses. Lacking art of criticism you can shatter self-confidence and undermine a person's morale (if you are a leader, this threatens you with a decrease in performance and a deterioration in the quality of work).

Nobody likes to be criticized. But negative assessments are sometimes indispensable, both in personal relationships (if you do not point out to your partner what he is doing wrong, you will not be able to build happiness), and not in business and office. It is impossible to move forward without constructive criticism.

Whether you know how to criticize correctly depends on whether your criticism will be productive, whether you can express your complaints to the person and remain in good friendships or partnerships with him.

Rules for constructive criticism

So that your criticism is not offensive and offensive, and has a result, use these rules:

First of all, remove the emotional component from criticism (including arrogance, sarcasm, etc.), moderate your ardor, and treat the person with respect. Constructive criticism is not rude and aggressive condemnation, not ridicule of a person's actions, but a desire to improve the situation, point out mistakes and blunders. The rules of constructive criticism presuppose sincerity, inner openness, and the ability to negotiate.

For the most part, people tend to perceive a benevolent tone better. However, there are those who tend to divide people into weak and strong, take off it is better to speak harshly and firmly (firmly, but not rudely).

The criticized person must clearly understand what you want to say to him! If you walk around to around, express yourself general phrases and use hints, there is a possibility that you will be misunderstood. Better to explain by putting everything on the shelves. At the end of the conversation, you can ask if the person correctly understood the need and reasons for this conversation?

Criticize the actions of the person, not himself. It's one thing to say “ You are smart thinking man, but acted improperly", Other" You idiot, you did such a stupid thing!» . Pay attention to actions and actions, do not get personal.

Express your opinion (criticism) in the order of a proposal, without imposing it.

Criticize correctly means to make the mistake or defect look easily correctable (the hopelessness of the situation plunges people into despondency). Do not put pressure on the person's psyche, tell me how to get out of this situation.

If you decide to point out mistakes to a person and expect their understanding, make sure to choose the right time (here in to a greater extent talking about personal relationships). If at the moment a person is in difficult circumstances or in bad mood, criticism will not be heard and perceived and can only aggravate his condition.

In addition to the appropriate time for criticism, the rules of constructive criticism involve the choice of location. Make sure that no outsiders are present when talking to the critic. Public countdown, be it loved one, colleague or subordinate is unlikely to benefit the cause. / p>

Before criticizing anyone, talk about your own mistakes and past shortcomings. Self-criticism, admitting one's own mistakes, allows the critic to perceive the remarks less sharply, and the fact that his self-esteem is less wounded gives more chances for understanding and correcting mistakes.

« Before telling someone the bitter truth, brush honey on the tip of your tongue.”- listen to this Arabic proverb. Before moving on to the subject of criticism, acknowledge certain merits of the person, start with praise.

The art of criticism is the ability to find the right words for any person. If a person is suspicious, anxious, vulnerable, or tries to be “good” for everyone, criticism should be as gentle as possible. It's another matter if a person is arrogant and proud - here it is possible and firmer, but in no case touching pride. It is better for a creative person to convey their claims and comments - in the form of images. If the person has a sense of humor, turn the criticism into a joke. It's no joke if the critic is known for his low self-esteem. Explain your requirements to an egoist and a pragmatist so that he sees benefits and benefits in them.

“Make sure that he receives your advice, as the one who is thirsty gets water, and then your instruction will help him to correct his mistakes” -this quote from the ancient Japanese treatise "Hagakure", most broadly and fully reflects the essence of constructive criticism.

The ability to criticize correctly, knowledge of the rules of criticism is an important and essential prerequisite for success in any area of life. Learning the skill of constructive criticism makes your relationships with others more open and sincere.

P.S. Whether you want to work in a bank and you are interested in banking vacancies, or you want to work in the investment or insurance sector, it does not matter, in building any career, the ability to correctly express your claims will be useful to you.

Praising is easy - it is much more difficult to make a correct, business-like, not offensive remark. To make your criticism fruitful, not offensive or offensive, use these options for simple critical assessments.

In order for criticism to be fruitful, not offensive or offensive, you must use the following simple rules.

1. First of all, remove the accusatory "sting" from criticism, shift the emphasis to constructive proposals.

2. It is advisable to make remarks in private, so as not to offend the pride of the criticized.

3. Strive to sincerely and seriously understand the point of view of the partner; discuss the pros and cons; show empathy for his thoughts and desires.

4. Show respect for your partner's opinion without rejecting it immediately and harshly, even if it seems absurd to you. Give the opportunity to speak to the end and try not to prove, but to find out the facts.

5. Conduct a conversation in a friendly, firm and calm tone. Try to start with a topic on which you and the other person agree. Whenever possible, start with questions that share the same opinion, which can elicit an affirmative answer and thus set your partner up to agree. If from the very beginning of the conversation a person says “no”, it is difficult to persuade him, because pride does not allow him to abandon the expressed opinion, even if he feels that he was initially wrong. Spare the self-esteem of the interlocutor.

6. If you want to point out to a person his mistake, start with praise and sincere recognition of his merits.

7. Drawing people's attention to their mistakes, try to do it indirectly. For example, remember a similar case.

8. Use criticism - "rebound": criticism of the actions of an abstract (fictional) person.

9. It is necessary to put forward your opinion (disagreement, criticism) in the order of discussion, without imposing it.

10. Do not use unjustified methods of strengthening the argumentation. Arguments like: "How many times have I told you!" Are undesirable. Raising the voice is also an incorrect way to amplify a statement. If you have a desire to tell your partner something sharp, offensive, take your time - first take a few deep breaths and exhalations or silently count to 10-30, make a few smooth movements with your tongue in your mouth, say something figurative, but harmless to yourself expression.

11. Introduce psychological breaks to people who are in a state of quarrel. They will help reduce the emotional intensity, turn to the logic of things, to self-esteem, maybe for advice from loved ones. Do not demand an immediate, momentary admission of mistakes from a partner, agreement with your point of view, with your opinion on this issue. Psychologically it is difficult, give time to think, do not insist.

13. Along with criticism, reasoned self-criticism is desirable. Before criticizing another, talk about your own mistakes. The admission of guilt, the critic's own mistakes, allows one to perceive criticism less acutely, and self-esteem turns out to be less wounded.

14. Make the flaw look easy to correct. Very often people are plunged into despondency by the hopelessness of their situation. Do not "put pressure" on the psyche, but help to find a way out.

15. Talk only about the case, do not get personal: criticize the actions, not the person. Give him a face-saving opportunity.

It is important to remember the following pattern: the more a person is excited, the more hurt his self-esteem, the less sensitive he is to logic, the more biased and subjective, and the more tactful he requires.

If you notice that someone is too excited in an argument, it is better to reschedule the conversation for another time.

Forms of constructive criticism:

It is very easy to compliment a subordinate. It is much more difficult to make a correct, business-like, not offensive remark to him. Here are some possible options critical assessments.

Encouraging criticism: “Nothing. Do better next time. But now it didn't work out ”;

Criticism-reproach: “Well, what about you? I counted on you so! ”;

Criticism-hope: “I hope that next time you will do this task better”;

Analogy criticism: “Before, when I was like you, I made exactly the same mistake. Well, I got it from my boss! ”;

Praise criticism: “The job is well done. But just not for this case ”;

Impersonal criticism: “There are still workers in our team who do not cope with their duties. We will not name their surnames ”;

Criticism-concern: "I am very concerned about the current state of affairs, especially among our comrades like ...";

Empathy criticism: “I understand you well, I enter your position, but you will also enter mine. After all, the job is not done ... ”;

Criticism-regret: "I am very sorry, but I must note that the work is done poorly";

Surprise criticism: “How ?! Didn't you do the job ?! Not expected)…";

Irony criticism: “We did, did and ... did. The job is right! But how are we going to look our heads in the eyes now ?! ”;

Criticism-reproach: “Oh, you! I had a much higher opinion of you ”;

Criticism hint: “I knew one person who did exactly the same as you. Then he had a bad time ... ";

Mitigation criticism: “What was done so carelessly? And at the wrong time ?! ”;

Criticism remark: “They did not do that. Consult next time ”;

Warning criticism: “If you allow marriage again, blame yourself!”;

Criticism-demand: "You will have to redo the work!";

Kritka-challenge: “If you have made so many mistakes, decide for yourself how to get out of the situation”;

Constructive criticism: “The job was done wrong. What are you going to do now? ”;

Criticism-fear: "I am very much afraid that next time the work will be done at this level."

All of these forms are good, provided that the subordinate respects his boss and appreciates his opinion of himself. Wanting to look dignified in the eyes of the manager, the employee will make every effort to correct the situation. Especially if the criticism was sparing.

When the subordinate is not very friendly towards the boss, it is better to combine negative assessments with positive ones.

How to take criticism:

Criticism becomes useful only when people accept it. This rule can be summarized as follows.

Criticism against me is my personal improvement reserve.

Criticism is a form of help in correcting deficiencies in a job.

There is no criticism from which one cannot benefit.

Any retouching of criticism is harmful, as it "drives the disease inside" and thus makes it difficult to overcome the shortcomings.

The business perception of criticism should not depend on who (what person, for what purposes) makes the criticism.

The perception of criticism should not depend on the form in which it is presented: the main thing is that the shortcomings are analyzed.

The central principle of constructive perception of criticism is “everything that I have done can be done better”.

The most valuable benefit of external criticism is to look for a rational grain for oneself, even where it is not visible at first glance.

Any criticism requires thinking at least about what caused it, at the most - how to fix the situation.

A useful appeal to criticism is to see areas of work that are outside your field of vision.

The first step in the correct perception of criticism is to fix it, the second is to comprehend it from the point of view of the benefits for the cause, the third is to correct the defect, and the fourth is to create conditions that exclude its repetition.
- If I am criticized, it means that they believe in my ability to fix the matter and work without failures.

When there is no criticism in your address, this is an indicator of disregard for you as an employee or disbelief in your ability to take it in a business way.

The most valuable criticism is one that points to the imperfection of what appears to be normal.

Criticism of the possible negative consequences of my decisions is a prerequisite for the timely prevention of operational disruptions.

The critic has no right to be offended, he only has the right to constructively comprehend what is said about him.

The critic has the right to counter criticism. He can actively defend his position. The only thing that is strictly forbidden to him is to distort the facts for the sake of justification.

A large number of biased (unfair) criticism is an indicator of poor psychological climate in a collective. This in itself requires active critical thinking.

If I reacted with restraint and businesslike attitude to the criticism, then I have overcome myself, I am a strong personality.

Any criticism is useful if only because it allows you to find out the attitude of the critic towards you, which could be expressed in more extreme forms.

People are most impressed by a response to criticism that contains specific commitments about what will be done to improve the case, with specific timelines and real opportunities.

Accepting criticism means accepting responsibility for correcting deficiencies.

Even if the critic is wrong, you should not rush to rebuke him: in order to draw others into the area of criticism, it is useful to support his attempt to critically understand the case.

All participants in the discussion of any problem have the same rights and are equally subject to these rules.

Most people practically do not perceive criticism, they are closed to its perception and do not hear it. What is the right way to criticize other people? Some secrets of constructive criticism.

Many studies prove that most people practically do not perceive criticism, they are closed to its perception and do not hear it. Then, how to act so that subordinates listen to criticism from their superiors, and not ignore comments addressed to them? To do this, you need to learn a few rules.

Rule 1

The purpose of criticism is not to fix anything, or to punish the person involved in an unpleasant incident. It consists in changing the behavior of a person for his own benefit, as well as for the benefit of his colleagues and the organization as a whole.

Rule 2

It is not a person that needs to be criticized, but a specific action, an offense. Everyone can admit his mistake, especially if the facts are on the face, but no one will agree that he is a bad person.

Rule 3

Remember, when discussing the topic of your employee's work, do not seek to splash out ambition and selfish emotions. If you nevertheless made such a mistake, it is unlikely that the interlocutor will accept criticism in his address on a "legal" basis, he will perceive your comments as personally your negative emotions and simply dissatisfaction with them.

Rule 4

Some executives use criticism to assert their authority. In this way, they demonstrate their superiority to subordinates. In fact, sensible remarks by themselves give just such an effect. But focusing on this, constantly returning to the mistakes of the subordinate, thereby belittling him as a person - this can lead to "bust", which will only bring the opposite effect. Respect is lost and antipathy arises, because no one likes it when they once again emphasize their superiority over others. To direct the critic to find a solution to the problem, and not to make excuses, help him "save face", that is, do not demean his dignity.

Rule 5

Don't blame, shift the focus to constructive suggestions.

Rule 6

If you want to criticize a subordinate, you should do it in private, without advertising to others.

Rule 7

Try to penetrate and try on the position of the criticized, objectively look at all the arguments, both negative and positive.

Rule 8

If the point of view of the interlocutor does not suit you, do not reject it immediately, try to listen to your partner, let him prove why his opinion is exactly that.

Rule 9

Speak in a friendly, firm, and calm tone. Try to start with a topic on which you and the other person agree. Whenever possible, start with questions of the same opinion, which can elicit an affirmative answer and thus set your partner up for a compromise. It is also possible that if a person refused from the very beginning, then later he will not dare to agree with you, pride will interfere. Spare the self-esteem of the interlocutor.

Rule 10

If you want to point out to a person his miscalculation, start the conversation with praise and sincere recognition of his merits. When drawing people's attention to their mistakes, strive to do so indirectly. For example, consider a similar case.

Regulation 11

Use the "ricochet" technique: criticize the actions of an abstract (fictional) person.

Regulation 12

You should not impose your opinion, it is better to discuss everything in detail and "put it on the shelves."

Regulation 13

You should not reinforce the facts with various methods, like, "I told you so!" One of these techniques is to raise your voice to the interlocutor. If you suddenly feel an acute desire to prick and offend the interlocutor, wait a moment, just a couple of seconds, your opinion should change.

Regulation 14

Do not demand an immediate, momentary admission of mistakes from a partner, agreement with a critical point of view, with your opinion on this issue. Psychologically it is difficult, give the person time to think, do not insist.

Regulation 15

Along with criticism, there must be self-criticism that has good reasons for its origin. Before criticizing another, admit your own mistakes. By admitting your guilt, you soften the interlocutor's perception of criticism and act as a helper and friend.

Regulation 16

Try to make the error look easy to fix. Often people are plunged into despondency by the hopelessness of their situation. Do not "put pressure" on the psyche, but help to find a solution.

Regulation 17

Talk only about deeds, do not get personal: criticize actions, not a person. Give him the opportunity "not to fall face down in the mud."

Rule 18

It is important to consider that the more a person is excited, the less sensitive to logic. The more his pride is hurt, the more biased and subjective he is. In this case, he especially requires a tactful approach.

Regulation 19

If you notice that your interlocutor is too emotional, it is better to postpone the conversation to another time.

What should be constructive criticism?

Criticism is a powerful tool in human relationships. Sometimes it is impossible to do without it, but it should be remembered that critical remarks, especially those expressed in a harsh form, can hurt the self-esteem of the criticized person and even lead to the loss of his working capacity.

Ideally, criticism should be rational. It shouldn't be too much, it should be detailed, and not so much about the cause of poor performance as suggesting ways to improve it.

You need to criticize only on the merits and only touch on specific facts. Such criticism must be accompanied by practical recommendations to improve the situation.

Gennady Vladimirovich Starshenbaum, candidate medical sciences, psychotherapist of the highest category, professor at the Institute of Psychoanalysis at Moscow State University, where he leads several training courses.