Appreciation and criticism are two important kind of communication that leaders make to the peoples around them. These keeps people available, inspired and motivated while at the same time it keeps them disciplined and focused.

The detail understanding of this aspect makes a leader powerful to retain, engage, and influence people around them to produce desired result.

Psychological aspect:

Appreciation is a psychological need of every human being. Every human being, invariably rich or poor, educated or uneducated, needs constant social approval. Appreciation establishes self-esteem in people.  It removes anxiety and stress, improves productivity and attention. At critical times, a carefully placed appreciation produces far better result than criticism.

Appreciation is like pleasant food. People need a constant supply of it. Lack of appreciation can have many negative impacts on the people like; feeling void, fatigue, lack of concentration, irritation and confusion. Lack of appreciation can result in sharp drop in creativity, quality and productivity at work place.

Criticism on the other hand is a negative communication and used to set things right. It is like a bitter pill, given to a patient with the knowledge of the patient of its exact purpose. Criticism has a deeper psychological value. Given in small quantity in right way has a positive impact like appreciation.

Application:

The Appreciation and criticism works well at almost every social circumstance. It can be used at home with spouse, and children; at work with boss, colleague and subordinates; also in social similar interest groups. This works for both individuals and groups.

A leader must be very careful while giving an appreciation or while being critical. While a leader must not fail to appreciate people, he should not engage in unnecessary praising. A vigilant Leader would also take note of anomaly and use criticism to set it right.

Techniques:

Authentic:  An appreciation must be genuine. Every human being has many things worth appreciation. A true leader takes interest in people, and easily spot those qualities.

Appropriate: The appreciation or criticism should be appropriate to the circumstances. For example, appreciation of beauty would look inappropriate in a professional environment.

Regular interval: Appreciation and criticism must be conveyed immediately after an incident or at a regular interval. There should not be an unnecessary delay.

3:1 ratio:  At “Next Generation Leader”, we call it “3:1 technique” i.e. If the criticism is necessary, then the amount of appreciation should be at least three times the number of criticism.

Indirect appreciation:  An appreciation can be conveyed through a formal communication, or can be conveyed indirectly through a gesture like; a smile, a thumbs up, a pat on the back, A token of appreciation, or just by finding  time to take interest in the person’s life.

Direct Criticism: The criticism should always be direct, leaving no room for misunderstanding. It should start with direct reference to the event or action in question. The expected corrective measures and consequences of failing to adherence.

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