Criticism should not be confused with critical thinking. Critical thinking is an intellectual process that takes skill and time. Criticism is generally a conclusion about someone or something that is nested in bias and negativity.

We have all experienced it, judgment, or some type of expression of disapproval that is based on another person’s perception of us, our faults, or our past mistakes. And for a lot of us, we are part of teams and organizations that view criticism as a positive leadership trait (more positive than risk taking, creative thinking, or developing collaborative environments).

In a lot of settings, it sometimes seems to be a race.

1. Who can criticize the fastest, who can pick apart a report, framework, or policy the most

2. Who can tally up the most criticism points to look the smartest or most experienced

Cultures of criticism exist because teams are not setting the stage properly for growth and improvement. Instead of developing a culture that seeks feedback to improve.

Teams need to spend time discussing the appropriate ways to ask for and receive feedback. It’s about developing a culture where people know how to ask for feedback and a culture where people know how to provide it. There also needs to be a lot of work done to remove conflict and increase productive opposition.

When teams and individuals have a history of conflict it means they are starting to take things personally. When we start to take things personally we start to lose sight of the bigger picture and we enter self-preservation mode. But! when we can move out of conflict and into productive opposition we start to innovate and create.

As a leader, you know conflict in the workplace is uncomfortable, expensive, and counterproductive. So how do you solve the problem so everyone can get back to work? Our solutions guide teams on how to take the right approach to stop conflict in its tracks. Hazardscape is training teams and organizations to use data to enhance their Relationship Intelligence (RQ). Opposing ideas help teams see all sides of an issue. Without healthy opposition, teams won’t innovate or solve big problems. But when disagreement turns personal, it can derail projects and destroy relationships if left unattended.

RQ allows teams to embrace diversity, navigate conflict, and power through obstacles with smarter, more effective decisions. Contact us to find out more or visit our RQ page.