Participants will:

• Generate actionable feedback focused on design goals.


• Separate personal preference from objective assessment.


• Surface concerns without crushing designer motivation.


• Build team capability for constructive design discussion.

Participants will produce:

• Actionable feedback focused on design goals.


• Improved design based on objective assessment.


• Stronger team critique capabilities.

The facilitator role is critical. Without a facilitator, the critique can go off the rails. The facilitator enforces time limits, redirects off-topic discussions, prevents personal attacks, ensures everyone speaks, and keeps the focus on goals. Don't skip facilitation. It's easy to let things slide, but you'll regret it.

Distinguish between preference and assessment. "I don't like blue" is a preference. "Blue on blue has poor contrast" is an assessment. Teach people to ground feedback in principles, not personal taste. When someone says "I prefer," ask "Why?" to uncover the reasoning.

People often want to redesign in real-time. Prevent this. The question isn't "What would you do?" but "Does this work for the goals and users?" Alternative approaches can be explored later, if necessary.

Critique involves vulnerability. If the culture punishes designers for showing their work, they'll hide it until it's "perfect" (which never happens). Create a safe environment. Feedback is about the work, not the person. Acknowledge what works before addressing concerns.

Critique generates input. The designer makes the decisions. If the team votes 7-1 for a change, but the designer disagrees, the designer might be right. They have context that others lack. Critique isn't a democracy.