Page 191 - How to Create a Winning Organization

The Carrot Is Mightier Than a Stick
the organization, individuals who aspire to—and live up to—a 173
solid code of conduct.
Criticism is most effective when made in a positive environ-
ment, when something good has occurred—a victory, a well-run
play during practice. At those moments, criticism can be given and
received with great effect. Likewise, praise is used to great effect
when an individual, or the group, has suffered a setback, when they
are in need of strong support.
I also attempted to combine a compliment with criticism when
possible. Most people don’t like criticism, even when it’s for their
own good. An acknowledgment—praise—offered as part of the
criticism reduces their resistance; for example: “I like your aggres-
siveness on defense. Can I see some of that when you drive to the
basket?”
A statement like this is a method of honestly offering a pat on
the back while pointing up a problem and how to correct it. The
results were usually productive. In business there are ample op-
portunities to combine compliments with criticism. For example:

Great sales quarter. How can we use that momentum to get us
closer to our annual sales budget?

Or

I am sorry you had to let go of your first hire after only six
months on the job, but I thought you handled it very well, very
professionally.

ONLY THE LEADER GIVES CRITICISM
I made it clear early on in the season that only the leader gives crit-
icism. I insisted that players never criticize or razz a teammate. The