Constructive criticism can benefit professionals in every industry. Gaining a clearer perspective on their performance can help a person grow if they’re open to the input. However, there’s a difference between helpful feedback and unhelpful—even harmful—critique.
Sometimes, when professionals hear feedback on their behavior, actions or performance, it can be difficult to gauge the quality of the assessment and decide what to do with it. To help readers learn to spot the differences between harmful critique and feedback that is genuinely intended to help the recipient improve, 14 members of Forbes Coaches Council explore key elements of truly constructive criticism below.
Forbes Coaches Council members share elements of constructive criticism.
Photos courtesy of the individual members.1. It Leaves You Hopeful
Constructive criticism is descriptive and most often ends on a positive note. Unhelpful criticism leaves you in a state of confusion with room for misinterpretation. You can easily spot the difference when the criticism isn’t descriptive and robust in its explanation. If you aren’t clear about the feedback/criticism, then it is unhelpful. - Nkechi Ilori, The School of Achievers
2. It Focuses On Solutions
A difference between constructive criticism and unhelpful, even harmful critique is that constructive criticism is normally shared with a focus on solutions. As the saying goes, “Hurt people hurt people.” Therefore, unhelpful, even harmful critiques are meant to just hurt, hinder and/or cause you to shrink, as opposed to seeking to see you improve and shine. - Jateya Jones, Jateya Jones Consulting
3. It Is Delivered Calmly
Controlled, thoughtful delivery of any type of criticism is key to how it is accepted and perceived. When criticism is delivered in a hostile tone or with disparaging comments, the real issue is lost behind anger and annoyance. When the tone is calm and accompanied by compliments that highlight correct actions and areas to improve or align with the process, the receiver will accept and understand. - Amera McCoy, McCoy Consulting LLC
4. It Is Empathetic Feedback
It’s all about the way you make the person feel when giving the feedback—“hey, you completely messed this up and need to clean up your act” versus “hey, you are extremely talented, and I think we can improve these results if you try XYZ.” That’s a huge difference. True professionals and leaders practice empathy when it comes to giving feedback. - Wasim Hajjiri, Wasim The Dream LLC
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5. It Focuses On Behavior
The major difference is the target of the observation. Constructive criticism focuses on the specific behavior, as in word or deed. For example, “I am concerned about the spelling mistakes in this report.” Unhelpful/harmful critiques focus on the individual—“You’re always so careless. Get your act together!” The former is constructive; the latter is destructive. - Craig Dowden, Craig Dowden & Associates
6. It Isn’t Personal, But Factual
Using an easy tool such as the SBI (situation, behavior, impact) to share constructive criticism will ensure that the personal is taken out of the process and only observable facts are included. This helps the person receiving the feedback to focus only on those areas they can fix versus the intangible “meanness” that criticism can engender. - Rachel Wallins, Accelerate Talent Management
7. It Is Structured To Improve
Actions express priorities and intentions. Constructive criticism is structured and delivered in a way that is conducive to improving something. Harmful criticism is a power move used by insecure people who are unable to stand out without putting others down. As it addresses something a person cannot really change, the only possible impact is loss of confidence and reputation. - Csaba Toth, ICQ Global
8. It Helps People Grow
The question I would ask myself at the time of the feedback is, “Are these comments helping me grow as a person?” If the criticism is more about my boss or the company, then I know it’s not constructive. Rarely is a difficult conversation such as this delivered well. It takes a lot of care and compassion to give constructive feedback, so it should be readily apparent if they took the time to prepare. - Beth Fitzgerald, Fitzgerald Coaching and Consulting
9. It Builds On Strengths
There is a difference between judgment and evaluation. Judgment looks for problems, mistakes and anything less than perfect. Judgments produce harmful critique. Evaluation means “finding the value” in something. This means identifying all of what is positive, effective and successful while identifying what can be improved for greater success. Constructive criticism builds on strengths. - Mark Samuel, IMPAQ Corporation
10. It Has Your Best Interests In Mind
Consider the source. Feedback given from a trusted source, one who you know has your best interests in mind, can be considered sincere and helpful. Conversely, be cautious of critique that is delivered from sources who may have their own agenda, or with whom you’ve historically had a poor relationship. In the end, it comes down to intent. - Cheryl Czach, Cheryl Czach Coaching and Consulting, LLC
11. It Is Specific And Focused On Improvement
One difference between constructive criticism and unhelpful, even harmful critique is that constructive criticism is specific. It focuses on a particular issue and offers suggestions for improvement. Unhelpful critique, on the other hand, is often vague and general. It might be difficult to “put your finger on” in real time, but a professional can learn to spot the difference. - Peter Boolkah, The Transition Guy
12. It Is SMART
Anything that is not actionable should be considered harmful; it is just a negative statement. Use SMART feedback (specific, measurable, achievable, relevant and timely) when identifying employee performance gaps. Catch performance issues as early as possible and give specific feedback on the changes you would like to see. - Krystal Yates, EBR HR Experts
13. It Doesn’t Contain Threats
Many leaders think they are bringing constructive criticism to a conversation, when it really becomes a power trip and subtly threatens a person’s job. If you think, as a leader, that you need to remind the people you are “counseling” that the company has the right to terminate any employee, then you are not being constructive—you are threatening them. Stay specific with your coaching and use no tacit threats. - John M. O’Connor, Career Pro Inc.
14. It Separates Behavior From Personality
One sure way to provide constructive criticism is to separate the behavior from the personality. Instead of saying, "You were being a jerk," point out that a particular way of communication may come across as disrespectful to the team members. Using the SBI (situation, behavior, impact) model, managers can better identify derailing behaviors instead of coming across as criticizing the person's identity. - Kelly Huang, Coach Kelly Huang
