Opening the book…
Credit is worth more when it is specific and witnessed; vague praise for "the team" gives nobody anything to carry forward. Correction delivered in front of others stops being about the work and becomes about status, and the person will spend their energy defending themselves rather than fixing anything. The asymmetry is the whole point: amplify the good, contain the hard.
When you report on a win, say who did what — the actual name, the actual contribution. When something needs to change, take it to a one-on-one, be direct about the specific behaviour, and be clear that you expect it to be fixable. Never let a correction reach someone secondhand.
When conduct affects the whole group — a rule everyone broke, or behaviour others witnessed and are waiting to see addressed — silence in public reads as approval, and you name the standard openly while still keeping the individual conversation private.