Leadership Tip of the Week: Praise and Punishment

Feedback is a gift, and it’s always better to praise in public and punish in private.

Leaders should always be developing other leaders. Leadership development can often be as easy as providing feedback to team members. This response can be delivered in the form of praise or punishment.

If you are offering praise to a team member, it is better to give that feedback in front of the person’s teammates. This allows others join you in the praise, and it also allows you to have a larger impact with the praise you are offering. Other people then get to hear a good example of something positive that they can do as well. For added measure, it is always good to mention the specific behavior that the person did. Praising in public helps create a positive, upbeat culture.

Punishment or negative feedback is often more difficult to deliver. This is better done in private because it limits the embarrassment and resentment that may result. You can also be more specific about the exact behavior that you want changed. The more precise, the better when you are giving constructive criticism. Keep your harsh negative comments for a time when it can be delivered more privately.

Offering feedback is a great way to develop leadership in others, so take the time to offer praise during your next team meeting.