The two words, correction and criticism, may sound similar but they can often result in very different results. Correction provides the opportunity to build up while criticism often tears down.

To begin the explanation of the difference between correction and criticism, I will provide a personal illustration. I was raised in a family in which love and acceptance was conditional based on how well or quickly the assigned chores were completed. After I married, my father-in-law demonstrated a different pattern. I recall two occasions when my actions made him angry and he confronted me. In those discussions he clearly pointed out the error in my actions. While addressing my actions, it was quite clear that his love for me and acceptance of me was beyond question. His focus was on the actions that he considered out of line and in need of correction.

This is the essence of the difference between correction and criticism. Correction flows out of care for the other in an effort to improve the future behavior. Criticism too often becomes, or at least can feel like, a personal attack that harms pride or ego.

Since leadership is built upon a relationship of mutual trust and respect, criticism damages such a relationship. On the other hand, correction has the opportunity to further build up the relationship of trust and respect.

Correction, when done well, has the following traits. To demonstrate, we will imagine a scenario in which we are on the factory floor and happen upon an associate that is assembling his or her product in an inefficient manner.

• Instructional – Correction explains the better action or behavior and the difference between what has been observed and what is preferred. For example, we might tell the associate that, in our experience, we have found putting the parts together in a different order is easier.
• Practical – Correction doesn’t require a lot of information, just the basic facts communicated in a way that is easy to understand. For example, we might roll up our sleeves and demonstrate the way to assemble the parts.
• Devoid of ego – Correction is best offered when we are on equal footing. This is communicated by our words, by our tone of voice, by our facial expressions and body language, and so forth. For example, as we explain the assembly technique, we might mention that we also struggled with understanding how those parts should best go together when we first saw them.
• Personal – Correction is best received in a context of caring communication. For example, as part of the discussion with this associate, we might ask about family or other interests.

Correction has the potential to accomplish two important purposes, to improve future behavior and to build the relationship of trust and respect that is foundational for leadership. Therefore, correction is an investment that pays dividends.

Have you developed the habit of providing correction that is devoid of pride and ego? Have you eliminated critical words and attitudes from your interactions with others?