Evaluate or judge, that is the question
by Miki SaxonNo matter your corporate culture, you want to lead a group that is turned on, productive and happy.
One item to check is whether you evaluate or judge. Their meanings may seem similar, but they aren’t—especially in terms of emotional impact.
What you need is a quick and easy way to check and here it is,
Carefully watch people’s body language (or voice tone) when you’re giving feedback.
If you’re truly evaluating, the tone of your comments will feel positive—even if the content isn’t—and they’ll respond accordingly with
- head up and eyes focused on you,
- shoulders erect,
- listening intently,
- displaying eagerness.
But if you’re judging (intentionally or not), the body language will be much different, with
- head lowered and eyes downcast
- shoulders slumped,
- listening resignedly,
- displaying dejection
Some people have been beaten down for so long that they’ve learned to fake their obvious reactions, but the dejection will still show when they turn and walk away.
If you see the former, great, but if it’s the latter then it’s time for a MAP adjustment—your MAP.
Don’t kid yourself that your people are “misreading you” or that you’re “doing it for their own good.”
Get it through your head once and for all that your people aren’t dumb. In fact, they’re so smart that they’re willing to help you change and are working on it right now—by dusting off their resumes and finding managers who know the difference between evaluating and judging.
