Who cares what your performance review says?

Ah, the much anticipated, often feared annual review.  A summary of “performance” … and sometimes even “potential.”  Derived from facts (e.g. sales, profits), semi-facts (e.g. 360 feedback, sometimes confidential, and other times just anonymous perceptions), and perceptions (from others with their own performance profiles and development needs).  If you are deemed an “A+ Performer” … of “High Potential” … a “Rising Star” –  Woo Hoo & big round of clap!  It’s great to hear, and we may celebrate our progress, cash the check and confirm our “development plan” (or start dreaming about our next move or exit strategy).  We now have a measure for our individual progress.  Or do we?

Performance reviews (and many other ways in which we “grade” ourselves) are an interesting external perspective into our progress as an individual.   The problem is though that performance reviews and other ways in which we typically grade ourselves are almost always exclusively EXTERNALLY focused.

Have you ever looked at the INTERNAL factors in your review of your “progress” as an individual?  They might be even more critical in assessing your development as a human being.  

Two questions I invite you to consider:

(1) What might your list of critical character traits Include? 

• Generosity (being kind and generous)?
• Humility (having a modest view of one’s own importance)?
• Compassion (concern for the sufferings or misfortunes of others)?  
• Empathy (the ability to understand and share the feelings of another)? 
• Courage (mental or moral strength to persevere danger, fear or difficulty)?
• Loyalty (a strong feeling of support or allegiance)?
• Honesty  (sincere adherence to the truth)?
• What else?  What do you want to be known for being?

(2) How might these leadership characteristics be demonstrated in your style?

So … how do you REALLY want to define, think about and measure your performance and development as a human being?  

If you choose to include your internal personal character traits and self-assessed demonstrated performance, write them down.  Then tuck them away.  And review them at least as often as you get your external workplace performance reviews.

“I’ve learned that people will forget what you said, 

people will forget what you did, 

but people will never forget

how you made them feel”

–   Maya Angelou

Tags: character, leadership, leadership development, think, women