When critiquing an insubordinate, what should the focus of criticism be primarily on?

When critiquing an insubordinate, focusing on the act rather than the person is essential for several reasons. This approach helps to isolate specific behaviors or actions that are problematic, allowing for a constructive discussion about the behaviors that need to change. By concentrating on the act, the critique remains objective and prevents the individual from feeling personally attacked, which can lead to defensiveness or resistance.

This method encourages a dialogue aimed at improvement rather than creating conflict. It also promotes accountability for the action itself, fostering a culture where team members feel safe to discuss mistakes and learn from them. By contrasting this focus with some of the other options, we see that emphasizing a person's character can lead to labeling and stigmatizing, which is counterproductive. Similarly, aiming criticism at the team's performance or organizational policies might divert attention away from the individual behavior that needs correction. The most effective way to address insubordination involves clarity and specificity, allowing for a path to improvement while maintaining respect.