The approaching year-end is a milestone that often triggers an assessment of performance, yours and those who produce yours.
What’s your default approach for reviewing performance with your team?
Does your discussion focus on goal status, and how you assess what a direct report did, or could do, to impact it?
Or, do you probe how that person evaluates their performance, why it occurred, and what they need from you going forward?
If this was your performance discussion, which of these two approaches would convince you that your leader cares about you, and not just your output?
Which of these discussions would make you feel appreciated and motivated?
Which would inspire you to do even better?
Which approach better reflects your responsibility to develop those you lead?
How do you assess the effectiveness of your performance discussions?