My clients ask, “How do I know that I am doing a good job?” I work with people who are very self-aware who often receive little or no professional feedback, unless something goes terribly wrong. The majority of people that I coach do not receive performance reviews, and if they do it is a routine check-list with little or no conversation about how they are really doing. If the information exchanged is not helpful for their professional growth, then the review is a formality and a waste of time.
Organizations that want to strengthen and cultivate their leaders must find meaningful methods of providing feedback to assist their leaders in their professional development.
Tomorrow I will give you some of the assessment opportunities that I use, which effectively supply specific, helpful feedback.