I don't think the requirement for specific criticism is just an Aspie thing. I think it's a fairly standard part of interpersonal skill and management training:
http://www.joanlloyd.com/Managing/How-t ... ively.aspx
Be specific about the change or result you want
http://personalexcellence.co/blog/const ... criticism/
3. Be specific with your feedback
http://lifehacker.com/5915687/how-to-gi ... ike-a-jerk
Be Specific About The Result You'd Like to See
http://www.dummies.com/how-to/content/g ... dback.html
Provide the specifics of what occurred
I think the problem is that not all managers are adequately trained. I don't think it's hard to see why a specific criticism is more likely to work than a vague one, and I can't see why it would ever be logically impossible to provide specifics on request, if the criticism was at all valid. Sure, there are times when the specifics can be accurately guessed, but if they clearly haven't been, then why not just spell it out?
28 Jun 2015, 4:18 pm
