I had an opportunity this past week to embrace criticism as part of the change process. It was not an easy experience but it was a necessary one. So you may have read this title and scoffed that criticism is gift? really? You may even be thinking I’ve lost my marbles in this season of holiday chaos and school activities. But hear me out – sometimes the most challenging situations or experience are those that are most necessary for real change to occur. You may have heard the expression a seed has to crack open before the plant can grow. Well this week I had a real growth opportunity and, as a leader, how I responded in the moment set a tone for challenge and change with my entire staff.
Our school is at the beginning of a new curriculum implementation. During our monthly faculty meeting this week, staff were critical of the curriculum and the teacher and student experience thus far. They shared some of the challenges they are experiencing and asked some difficult questions. I was in the hot seat for sure! My stomach started to feel icky. My heart dropped a bit. I got a little extra fidgety with my watch band. My thoughts were racing about how to respond and what should I say and why are they asking about this and where did that idea come from … It was uncomfortable.
Here’s the thing – change is uncomfortable. Doing new things that position you as a learner and not an expert is uncomfortable. As the leader, I have to be willing to be uncomfortable especially when I’m asking my staff to work through being uncomfortable as they try something new. Those who asked difficult questions took a big risk in sharing their challenges and vulnerability. This was an opportunity for me to reinforce that we are a community of learners who work together to do hard things. As I reflected on the experience there are a few things that stand out to me as crucial for framing this critique as a gift and not an obstacle.
Give room for staff voice
Reviewing feedback on the new curriculum was not on the faculty meeting agenda this month. The conversation came organically out of a mid-year goal review. I could have redirected or shut down the conversation. I could have said that this wasn’t the time for the conversation. What message does that send to staff?
Community is one of my core values. A professional community where we collaborate and learn together means that everyone has a voice and contributes – even if it isn’t always sunshine and rainbows.
Sit in the uncomfortable feelings
Acknowledge the feelings that come along with negative feedback. It doesn’t feel good and it isn’t easy. But in that moment if I am angry or defensive that doesn’t move the team forward. Take it seriously but don’t take it personally. Really listen to what is being communicated rather than to formulate your next response.
Identify the unmet need
I truly believe that people come to work each day to give the best they have. If there are complaints or criticism they are communicating an unmet need. Approach criticism with curiosity. What is the underlying issue here? Do the staff need more time or clarity? Is there a lack of understanding or expertise? What specifically is leading to their discomfort with this thing?
Take action
Giving voice to criticism, embracing discomfort, and staying curious are important but if you don’t address the issue, if you don’t take action to meet the underlying need, you won’t move forward. Criticism should be met with transparent communication and follow up. I hear what you’re saying, here’s what we’re going to do about it. Be clear about the plan for implementation and feedback. Be willing to adjust the plans in response to feedback.
Receiving criticism can be difficult. It doesn’t feel good in the moment but focus on the long game and it can be a gift that creates opportunities for your team to embrace change and keep moving forward.
How do you approach criticism or negative feedback? Do you have a strategy that works for your team?
BetsyWright 