Devoted to Managers and those that seek to improve their management skills

I think that in the area of office criticism, there is a definite role to play for the manager. To me many of the co-workers will deal with one another in the same way the manager or team leader does. The attitude and disposition of the leader, without exception, filter down through the troops.

Now what about when a team is assembled for some project and the manager empowers them and lets them do their job, with only an occasional peek in to see that things are being done timely and according to whatever specs have been agreed upon.

Karen Kari talks about this subject specifically and makes these comments:

"It’s a touchy, uncomfortable subject. It’s hard to tell, in today’s environment whether you just have a thin skin, or whether you’re under attack. Why? Because so many of us work in ”team” environments with a lot of interaction and feedback that isn’t just coming from the boss. Those who expect feedback only from the boss need to change their mindset – and fast!"

"If someone says, “I think this project would work better if John did x instead of y”, John can feel picked on, singled out and hurt. Or he can feel like it’s just give and take because he’ll have comments and feedback for others’ parts in the project. I think the answer is that it’s constructive if done respectfully, and that all participants can give as well as receive critiques, and that there’s a specific business purpose behind the comment or criticism."

I think with what I mentioned above it still holds in light of some of Karen's thoughts. Of course, once guidelines are given and roles supposedly assumed, everything will be ok - right?

We all know better than that. Karen makes a good point when she says that if we think that feedback will only come from the boss, we really better change that thought quick.

There is such a richness that other people can add to a project or idea, that once everything is in place, that only means that step one is done, while a continuous ebb and flow of ideas from ourselves and our fellow workers continually shape and form what is done.

The key point is that give and take needs to be project or idea related and not off on some personal attack or tangent. If you stay on project or subject, along with being respectful, this should take care of most personality problems that could possibly undermine the goal.