Coaching For Leaders

I've come to the conclusion over the years that pretty much nobody likes performance reviews. Either you are having great dialogue and development conversations with people already and might not need them - or you are forced into conversations that don't set the stage for regular dialogue. That said, there are things you can do that will make this a better experience for both parties. Here are seven things you can do that will help you (and the people you lead) survive performance reviews: 1) Start early and do harder ones first: You won't do an effective job at handling all the advice below if you start late on this project. Too many leaders with large teams write all their performance reviews on the same day in a short period of time. Rather, take the time to think through what you will write (and later say) and how you plan to communicate it. Also, do the hardest reviews first - this will help clear your mind and also keep you from stressing about difficult reviews throughout the process. 2) If you need