Performance Reviews = Caring Support

1 minute read

Performance Reviews—continued…

While recovering from two serious surgeries in the last three months, I found gifts like this on my doorstep from my loved ones at least a dozen times. I felt incredibly humbled and exceptionally loved and cared for. Special love and thanks to Ivan Konermann, Natalie ZitoNatalie Kittredge, Heathir McElroy-Speet, Tina Hubert, for this extraordinary, generous support.

If you want to feel more effective and more confident during your performance review conversations, remember how caring and supportive you’re being. You’re offering your team members a gift when you provide powerful support. Honest and useful conversation = powerful partnering.

Your team members are really lucky to have that special kind of support from you; and like me, they will be grateful.

Accountability

Good Answers vs Fast Answers

Fast answers may bite you in the rear end! We’ve been taught since we were young to have the answer. A lot of people have created a career based on having answers, and they usually are rewarded for having those answers quickly.

Accountability

Specified vs Implied Tasks, Including Behaviors!

Leaders will often assign specific tasks to others, which usually include some implied tasks. These implied tasks aren’t stated, yet are essential to creating a strong outcome. In this video, we’ll break down that difference with a widely relatable example, and also get into the behavioral implied tasks.

Accountability

Your Intent and Your Patterns

While you may not have the specific habit of “going against the grain,” you are biologically wired to create patterns for yourself. These show up in what you do, and also how you think, communicate, and interact. So what to do? Toss all your patterns, habits, and processes in the trash? Not necessarily…