Motivational Leadership
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Rescooped by Graeme Reid from Leadership Lite!

How to Boldly Face Your Fear of Criticism

How to Boldly Face Your Fear of Criticism | Motivational Leadership |

Many of my clients deal with a fear of criticism. I see it in several aspects of their lives. At work, people fear criticism from their managers and colleagues, so they keep quiet and don't share their opinions. They play it safe. At home, people fear that they'll be criticized by their spouse or partner, so they don't speak their mind. They back down when they sense conflict. In friendships, people often don't have boundaries because they fear that establishing them would lead to criticism or that they would be viewed as selfish.


Whatever the setting, it's this fear that keeps people stuck. For example, by not speaking up and not sharing your ideas, you'll never advance. People won't know your thoughts and will have no reason to recognize your worth and promote you.

Via The Learning Factor, Kevin Watson
The Clear Thinking Partnership's curator insight, July 1, 2015 5:27 AM

This continues to be a tricky area of performance for so many leaders.........

Michael Anderson's curator insight, July 1, 2015 6:57 AM

A very positive article. Well worth reading.

Edwin Abdiel Rodz's curator insight, July 9, 2015 2:13 PM

We all go through the fear of criticism.  Be it about your business, video or even your talent in general.  Fear in itself is a very paralyzing thing, but when it reaches the topic that will source your future it tends to be taking even more seriously than it really is. 

There's this phrase that really calmed me down when I launched my first android app and started receiving negative ratings (not even many... just 2 out of 50).  "Don't sweat it; you have knowledge now".  

Knowledge is the antidote of fear after all.  Criticism shouldn't become a fear because it's actual knowledge of something that could be modified.  

Here are a few tips of how to handle criticism correctly.    There's never any reason to be scared of criticism.

Rescooped by Graeme Reid from Business Brainpower with the Human Touch!

Performance Management: We Won’t Fix the Problem by Ignoring It

Performance Management: We Won’t Fix the Problem by Ignoring It | Motivational Leadership |

To meet this goal, a performance management system must provide some way to determine how employees are performing relative to their co-workers. Yet there is currently a trend in HR to “fix” performance management by eliminating the use of methods that compare employees based on performance.

This makes no sense since this is the very thing senior business leaders want from performance management!

The 2 performance management methods:
Via The Learning Factor
Graeme Reid's insight:

If we want to fix performance management, we must create methods that accurately classify employees based on past performance in a way that maximizes their future performance and retention.  Rating employees to fit a bell-curve distribution is nonsensical, but identifying your top 10% of performers makes a lot of sense.

The Learning Factor's curator insight, August 5, 2014 7:49 PM

When I ask business leaders in large companies what they want from performance management systems, the answer usually includes “identify the top performers in the company.”

Ian Berry's curator insight, August 7, 2014 1:47 AM

Performance management like people management is dead. The question to ask of all performance systems Does our system inspire and make it simple for people to bring their best to their work? Any answer other than a resounding yes means system must be improved.