It would take far less effort, and almost always be more productive, if the individuals simply did something, and took some action, rather than spending so much time and effort complaining.
It is far easier to criticize than to constructively critique. Those that criticize can always find something that should be changed, and that could be done better. They generally do not offer constructive suggestions that might make something better, however. On the other hand, a constructive critique evaluates something as a "whole," stating both the positive and negative aspects of the situation, and offering advice and methods that might be used to make something even better. A constructive critique makes someone feel good about what was said about them, thus motivating them to continue their involvement and caring, while negative criticism often hurts someone's feelings while accomplishing little.
After more than three decades of observing these types of interactions, most of those who are negative are the same people who rarely volunteer, and when they do, rarely do what they say they will do. They love to delegate responsibility to others, generally being more than willing to "hog" any credit given when something is lauded, while giving themselves "wiggle room" to "blame" others for anything that did not go right. They are generally the type of people who ask, "Why didn't you do that?" while rarely taking any action themselves.
There is a constructive way to critique. It is in a professional manner, evaluating everything from the standpoint of the original goal, the original plan, what was hoped for, what ended up occurring, what went as planned, and what did not go as well as hoped for. For this to be constructive, it should be an educational, teaching and learning experience, where someone gains needed expertise. Some of the areas of expertise than can be gained from doing this properly are: teaching the basics of creating an action plan, using a time line, training before delegating, managing details, back up plans, management, leadership, negotiations, and enhancing the ability and willingness to make decisions on a timely basis.
Unfortunately, it is quite rare for a "criticizer" to evolve into a "critiquer." It can only be done when the person is willing to be transformed from a negative "nay sayer" to a more positive thinker. That is why a basic and fundamental goal of any leadership training should be Attitude Adjustment.
Richard Brody has over 30 years consultative sales, marketing, training, managerial, and operations experience. He has trained sales and marketing people in numerous industries, given hundreds of seminars, appeared as a company spokesperson on over 200 radio and television programs, and regularly blogs on real estate, politics, economics, management, leadership, negotiations, conferences and conventions, etc. Richard has negotiated, arranged and/ or organized hundreds of conferences and conventions. Richard is a Senior Consultant with RGB Consultation Services, an Ecobroker, a Licensed Buyers Agent (LBA) and Licensed Salesperson in NYS, in real estate.
Richard Brody has owned businesses, been a Chief Operating Officer, a Chief Executive Officer, and a Director of Development, as well as a consultant. Richard has a Consulting Website (http://tinyurl.com/rgbcons ); a blog (http://tinyurl.com/rgbstake ); and can be followed on Twitter.
