Most of leaders or managers hear more compliment than the criticism. Those good words may test leaders’ gravitas, but the constructive criticism is the building block of the great leadership. How should leaders handle criticism effectively, not emotionally, though?
Criticism shows portrayal of ideas, concerns, directions and attitudes: To discern them correctly and act on them actively and precisely takes skill, growth mindset and an attitude of intellectual discernment that portrays a maturity that is not common for most managers.
The leaders can actively learn to better improve self through requested criticism. Criticism comes from a well-wisher to be construed as "constructive," and then you need to seriously "consider" it. From a wrong person via unprofessional manner, it becomes "destructive," so you may "ignore" it.
The” flavor of criticism (constructive vs. destructive; open vs. back-biting) may well reflect the culture of the organization: Count it a blessing when you are in an environment where you can be criticized openly rather than in private. The private criticism such as back-biting and rumor-mongering is a negative road that should not be traveled. Unfortunately, those unprofessional acts are still be practiced to the detriment of the corporate culture and decrease of business productivity.
Criticism is like the medicine, tastes bitter, but good for your leadership wellness: The wise leaders look at criticism as a way to improve their leadership maturity. It is important for leaders to accept some constructive criticism from time to time, to be fully aware of how they are performing, and the leaders can make improvement via listening to the constructive criticism, and implement correctly, can go from good to great in the long term.
“Once in a golden hour
I cast to earth a seed.
Up there came a flower,
The people said, a weed.”
― Alfred Tennyson
I cast to earth a seed.
Up there came a flower,
The people said, a weed.”
― Alfred Tennyson
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