CHOOSE ONE: Give Criticism vs. Get Criticism (Quiz 6)
Which is worse? Why? Do you avoid it? Have you ever actively sought out criticism?
Why do you suppose dealing with criticism so difficult (cognitive challenge) and unpleasant (emotional challenge)?
We can agree that giving & getting criticism is painful. But your growth comes when the pain combined with the reflection
Most troublesome criticism (Quiz 7)
Can someone share a story of difficult experience dealing with criticism?
Coach: Be prepared to give an example yourself. Did you manage to reflect about that criticism?
In the end, why does criticism matter to teamwork?
Criticism and praise - done right, are actually “guidance”. Trick is to *feel* that guidance as you are giving and getting. That’s what a kick ass team does.
Criticism (b) - 50 mins
Strong positivity in the team has been created in previous rounds. Teams the have structured safe space for connecting on an interpersonal level to practice exchanging guidance are far more receptive to giving and getting criticisms, and better able to act on that data.
Form a group of 6 people max (follow the rules of the Praise round)
Player A open the 3 cards on the top row (5,6 & 7). Choose the card that the person is lacking therefore there is a need to improve.
Coach may ask following questions to facilitate criticism interaction:
To feedback giver: Can you give a concrete example when Player A did not do their "Chosen card"?
To feedback giver: When Player A not doing their “Chosen card” how did it affect you?
What benefits do you see if Player A starts improving their ”chosen card”? Benefits for the team, for you, for Player A?
When you decide pick a person to hear a criticism, what was your reason? Was it more about who you like? Who is honest? Who is least likely to be mean or cause you discomfort?
Who is the best criticism giver? (Quiz 8)
Discuss principles of good criticism.
Seeker: proactively ask for criticism, thank the person for their feedback. Asking for criticism can create an opportunity for you to give feedback in return.
Giver: focus on improvement, don’t make it personal, be specific.
Criticism (c) - 10 mins
Criticism & Brain
When you “perceive" a threat, brain’s Threat Circuit is engaged
Amygdala conducts a snap judgement whether a stimuli is a threat or not
If it’s perceived as threat, Amygdala releases Cortisol (stress hormone)
Brain enters “fight or flight mode”, blood pressure goes up, narrowed focus, PFC (prefrontal cortex) shuts off, not able to listen and reflect anymore.
Characteristics of the Threat Status:
It’s contagious. Easily spread and copied by others
It last longer and remembered (Trauma) than Reward state
If cortisol is overdosed, it leads to burn out
Negativity bias: humans give more psychological weight to bad experiences than a good ones (Average: 9 to 1)
Individuals have a different sensitivity level toward threat (depression, anxiety disorder, enlarged amygdala)
Why it matters to feedback & high performing team?
Most of stimulus are ambiguous. You can train how you want to handle negative stimuli.
Your brain is under a constant fight between PFC and Amygdala: PFC wants criticism, to analysis and learn. But, PFC always gives in Amygdala
High performing teams maintainReward State & higher capability to handle criticism