How embracing constructive criticism can be a path to mental wellbeing, wisdom and growth

Keywords: mental wellbeing, manager wellbeing, constructive criticism, growth

Author: Lisa Munro

Date: 5 April 2024, Worklife Digital

Constructive criticism is a crucial aspect of personal and professional growth, yet it can be a daunting task for both parties involved and is often a significant source of stress in today’s workplace. The delivery and reception of constructive criticism can significantly impact mental wellbeing if not handled properly. In this article, we delve into the psychological constructs of wisdom and self-reflection as essential components of mental wellbeing, and explore how embracing constructive criticism can foster growth. Additionally, we provide tips on how to effectively deliver and receive constructive criticism.

Wisdom and self-reflection are integral components of mental wellbeing. Wisdom involves the ability to apply knowledge and experience to make sound judgments and decisions. It encompasses self-awareness, emotional regulation, empathy, and an understanding of the broader context in which one operates. Self-reflection, on the other hand, involves introspection and the willingness to examine one's thoughts, feelings, and behaviours critically. Both wisdom and self-reflection contribute to emotional resilience and psychological well-being.

Constructive criticism plays a pivotal role in facilitating self-reflection and fostering wisdom. When delivered effectively, it provides valuable insights that can lead to personal and professional growth. As such, constructive criticism should be viewed by recipients as a positive, rather than a negative. However, the manner in which criticism is delivered and received is crucial. Poorly delivered criticism can be demoralising and damaging to self-esteem, while a defensive or closed-minded response to criticism can hinder growth and development.

Here are some tips on how to deliver and receive constructive criticism effectively:

Tips for delivering constructive criticism:

Focus on behaviour, not personality: When providing feedback, focus on specific behaviours or actions rather than making judgments about the individual's character. This helps to de-personalise the criticism and makes it easier for the recipient to accept.

Be specific and objective: Provide concrete examples of the behaviour or performance that needs improvement, and avoid vague or general statements. Objectivity helps to ensure that the feedback is perceived as fair and credible.

Use "I" statements: Frame your criticism in terms of your own observations or experiences rather than making assumptions about the other person's intentions or motivations. This reduces defensiveness and encourages open dialogue.

Offer suggestions for improvement: Instead of simply pointing out flaws or mistakes, provide constructive suggestions for how the individual can improve. This demonstrates a willingness to help and support their growth.

Be empathetic and supportive: Acknowledge the recipient's feelings and demonstrate empathy for their perspective. Offer support and encouragement to help them overcome any challenges they may face in addressing the feedback.

Tips for receiving constructive criticism:

Maintain an open mind: Approach criticism with an open mind and a willingness to learn and grow. Avoid becoming defensive or dismissive, and instead, view feedback as an opportunity for self-improvement. "Thanks for sharing your thoughts with me."

Listen actively: Listen carefully to the feedback without interrupting or becoming defensive. Pay attention to the other person's perspective and try to understand their point of view. "I’m open to hearing how I can improve, and I value your perspective."

Ask clarifying questions: If you're unsure about any aspect of the feedback, ask clarifying questions to gain a better understanding. This demonstrates your willingness to engage with the feedback and shows that you value the other person's input. "It seems you're telling me X, Y and Z. Do I have that right?"

Express gratitude: Thank the individual for their feedback, even if it's difficult to hear. Expressing gratitude shows that you value their perspective and are open to learning from it. "This is hard for me to hear, but I appreciate you bringing this to my attention."

Take time to reflect: Take some time to reflect on the feedback before responding. Consider how the feedback aligns with your own observations and experiences, and identify areas where you can make improvements. "I need time to think about what you've said."

Ask for further support: Someone saying ‘Thank you’ (and meaning it) after receiving criticism, even if constructive, is not common. Asking to have regular check-ins to learn more ways to improve is going to leave people surprised yet respectfully, impressively so, especially if you really invest in improving right now and thoroughly with adjustments and corrections. "I appreciate you sharing this feedback with me. Is it OK to have regular check-ins to discuss other ways I may improve?"

Embracing constructive criticism is essential for personal and professional growth. It provides opportunities for feedback that aids introspection and critically examining thinking, whilst also helping to understand the bigger context to apply knowledge and experience to make sound decisions (in essence building self-reflection and wisdom). As such constructive criticism can contribute to mental wellbeing and emotional resilience. By following these tips, both the giver and receiver of criticism can ensure that feedback is delivered and received in a constructive and supportive manner, ultimately leading to positive outcomes and growth.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital