Guest AuthorNarendra Ambwani
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Leaders! Criticism or Appreciation? What works?

By | Narendra Ambwani | Helping CEO/CXO Excel

Many leaders of my generation, grew up in a culture which believed in criticizing, as a way, to get perfection. Many seniors also believed that constant pressures and specific directions to the managers or subordinates leads to best outcomes. But is it really applicable even today?

Several human behaviour experts, believe that appreciation and encouragement leads to superior performances, creativity and motivation.

Traditionally, criticism was an important tool of power that leaders could wield. It was believed that subordinates could only become good if they were constantly told how wrong they were in performing their tasks. The objective was to make subordinates obey, adapt and follow the style and instructions of the boss.

Today, we know that criticism leaves your subordinates with a deep sense of shame and worthlessness. How can you expect creative initiative from such a state of mind? The subordinate will learn to meet the requirements but make no attempt to do any extra effort. His objective will be only to satisfy your directive and avoid further criticism.

Appreciation, on the other hand, recognizes positive qualities or worth of someone. It leads to enhancing self-confidence of your subordinates, energises them to do more and go beyond their call of duty. It opens the door to positive state of mind that brings peace, harmony, energy, hope, empowerment, creativity and motivation.

 When you criticize you become superior in your mind, however, that is only good for your own ego but not so effective in motivating your manager. In fact, appreciating is difficult because your ego comes in its way. Appreciation is in a way, recognizing that someone is at least as good as you in some tasks. Your inherent competitiveness holds you back from recognizing it.

Appreciation leads to happiness, lower BP, better sleep, better mental health and stronger relationships. 80% of employees admit that they are willing to work harder for an appreciative boss. Criticism leads to a fight or flight behaviour, increases BP, destroys self-esteem and leads to demotivation.

Despite so many known benefits of appreciation, why do most leaders, chose to use criticism more often as a tool of management?

It’s easier to be critical than being appreciative, it’s common human nature. We tend to notice, what is missing easily and we take for granted what has been done correctly (Entitlement as the boss).May be “management by exception” has been ingrained deeply, in our management education programs. Finally, I think that criticism is an indirect way of self-boasting, telling self that I am better!

How can we rewire our minds to take full advantage of this brilliant leadership tool called “appreciation”. Start with writing 5 things about yourself that you appreciate, then do same exercise for others in your team- your peers, your boss, your subordinates. You can expand the list to many more stakeholders, you frequently interact with. The more you notice the more your mind will get rewired. The more you notice positives, the happier you will be. You will be surprised with the enthusiasm that you will see all around in your life at work and home. 

As a great philosopher said:

“ Root of all goodness lies in appreciation of goodness”

Republished with permission and originally published at Narendra Ambwani’s LinkedIn

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