Is Criticism Always Negative?
Author— Amy-Rose Olah
Criticism as a Tool for Growth
As a manager, I frequently provide constructive criticism to junior colleagues to support their learning and improve outcomes within our service. Through this lens, I see criticism as a tool for growth—an opportunity to identify educational and training needs. When managed correctly, criticism can be one of the most valuable resources for team development. The ability to receive, process, and act on feedback is a crucial component of resilience in any team. By shifting the mindset around criticism, leaders can foster a culture of continuous improvement and adaptability, ultimately strengthening their teams’ ability to face challenges head-on.
Despite my ability to deliver feedback objectively, I find it far more difficult to receive it. As a leader, I recognise the importance of setting an example by demonstrating how to accept and apply feedback constructively. When employees see their leaders actively engaging with feedback, they are more likely to do the same.
The ‘Critical Friend’ Exercise
Recently, I participated in the Estia Centre’s Developing Your Team’s Resilience programme, where we explored the process of giving and receiving feedback. One key exercise involved the concept of a critical friend—someone who is supportive yet provides honest and candid feedback, even when it may be uncomfortable to hear.
To better understand how my stress manifests and affects my team, I asked senior colleagues to complete a questionnaire about my leadership style under pressure. The feedback I received was eye-opening:
- I become more direct.
- I lose my filter.
- Colleagues hesitate to burden me with more work, which can create issues.
- Senior colleagues fear I might say something I will later regret.
- The team holds back from approaching me, fearing they will add to my workload.
My Initial Reaction
Receiving this feedback was difficult. It made me question my professionalism and my ability to lead effectively. I worried about how my stress impacted my team and whether I was as approachable as I needed to be. The weight of these realisations hit me hard, but I knew I had to reflect on my role in building a resilient team and find ways to improve.
The Changes I Made
To address the concerns raised, I implemented several changes:
- Prioritisation: When overwhelmed, I take a moment to prioritise tasks rather than reacting impulsively.
- Mindful Communication: I consciously think about how I communicate under stress to avoid unintended consequences.
- Rethinking the Open-Door Policy: While accessibility is important, an always-open door can lead to burnout. I have adjusted my approach to balance availability with focused work time.
- Regular Check-Ins: By scheduling consistent ward check-ins, I remain accessible in a structured way. When feedback is expected and routine, it becomes less intimidating.
Embracing Criticism as a Strength
Criticism, when handled effectively, is not something to fear but an opportunity for growth. Leaders who cultivate a culture where feedback is welcomed, understood, and acted upon build stronger, more resilient teams. The ability to transform criticism into a learning tool is a competitive advantage, ensuring adaptability, innovation, and strength in the face of change.
What I have taken from this experience is simple: I cannot expect my team to embrace feedback if I do not model this behaviour myself. Leadership is about setting the example—acknowledging imperfections, learning from them, and continuously striving for improvement.
About the author — A my-Rose Olah
Amy is a ward manager who has been working in CAMHS for 7 years. She is passionate about working with young people, and equally passionate about Taylor Swift and going to the theatre.
