No one wants to be criticized. Dr. William Watley, Senior Pastor of the St. Phillip African Methodist Episcopal Church observed, “Criticism’s certainly something that you can’t be delivered from…From the womb to the tomb, you can’t escape it.”
Criticism can be defined as ‘the expression of disapproval of someone or something based on perceived faults or mistakes.’ No one can avoid criticism if they are active in an organization or serve in a leader’s capacity.
Yet, individuals can also be criticized because of lack of action. Dr. Watley argues that criticism is all that some people know how to do, which indicates to him that ”these people need to get a life.” Perhaps, actress Ava Gardner summed it up best about critics: “Hell, I suppose if you stick around long enough, they have to say something nice about you.”
On the contrary, a Constructive Critic points out things that will assist in the personal or professional development of a person. A Petty Fault Finder can always locate some short coming in an individual that is not helpful and a fault that he or she does not have a problem with.
In fact, no matter how hard you attempt to correct a problem noted by a Petty Fault Finder, he or she will not be satisfied; a Petty Fault Finder will seek to only locate another problem in this individual’s life.
Great leaders know how to use criticism in a way that can transform an organization. Most people are unwilling to change even when it is out of necessity or survival. Richard Daft, renowned author of Management, notes that change can be problematic for organizational growth.
Employees and managers often resist change. Dr. Daft explains, “Yet most changes will encounter some degree of resistance. Idea champions often discover that other employees are unenthusiastic about their new ideas….People typically resist a change they believe conflicts with their self-interest.” Most managers understand how to control and oversee their organizations.
Few managers have the innate ability to inspire their employees from mediocre to extraordinary performance. That position description requires a leader, not a status quo manager. All great leaders, from President George Washington to Albert Einstein, had their own share of criticism and a merry band of Petty Fault Finders.
Sadly, some individuals never are effective in their positions because they can never seem to manage because of fear of negative criticism. Gareth Jones and Jennifer George, authors of Contemporary Management, explained how bad leadership damages an organization: “When leaders are ineffective, chances are good that their subordinates do not perform to their capabilities, are demotivated, and may be dissatisfied as well.” Consequently, it is important that leaders develop strategies for managing criticism effectively in order to move their organizations to exemplary performance.
Please discuss criticism from your professional experience.
© 2014 by Daryl D. Green
Management by Richard Daft
 Contemporary Management by Gareth Jones and Jennifer George