Your Happiness Factor

  Sometimes, even in the best relationship, there comes a time when we want to say something critical.   Not everything can be perfect every time!   Sometimes things go wrong.   And sometimes, in your view, it is down to the other person.   You think it is something they can do something about.   So you want to tell them.   Here are some pointers to giving criticism but proceed with care. And remember, how you sound,  look and behave when you give the feedback often matters as much weight as the words you use.  But the words are important.   Here are the tips. Be sure of the facts !  Try to find out exactly what went wrong and why.  Be constructive! It should be about getting things right in the future not about trying to punish.  Be direct!   Get to the point and give the feedback in a simple, straight forward way. Be clear! Set out what you are criticizing, the change you want to see and why.  Comment on behaviour not the person. If you want to change the pe

   Appreciative Inquiry is an approach to change that focuses on the positive!  It works on the principle that what is good now that can be built on to achieve a vision for the future. When thinking about change people often focus on what is wrong now – what is deficient. This has been the traditional approach to change management Appreciative Inquiry, which has its roots in Positive Psychology , starts the other way round.  It looks at what is good and valuable now and then uses that as a foundation for moving forward. Once the basis is established you can then explore the future possibilities with much greater confidence. In all change, something will be lost, but with Appreciative Inquiry you work to make sure that much of what is good remains.  It allows people to honour the past and have confidence in the future! Appreciative Inquiry was developed as a tool for changing organizations but, as an approach, it works very well with people and teams.  It allows them to approac