Regarding this week's dilemma, it's been 8 months and this is the first performance review, that's already a red flag. Nonetheless, I would first listen with curiousity, what my manager has to say. Give them space first. In light of this information I'll explain my perspective, including how it may have changed in light of understanding their perspecitve. If we both can respect each other's point of view, then I think that sets up a constructive environment for clarifying what a "course correction" would look like. Goals and expectations can be set for the next major check in. Interim check ins are also advisable, or you proactively give concise regular updates via email, thus reducing meeting times, since everyone's already busy as it is.
Great post. I really like the time zone model. It’s a smart way to think about different management styles.
My natural tendency is The Dreamer too.
Thank you Corey! :)
I'd say I'm a Planner in that time zone concept.
Regarding this week's dilemma, it's been 8 months and this is the first performance review, that's already a red flag. Nonetheless, I would first listen with curiousity, what my manager has to say. Give them space first. In light of this information I'll explain my perspective, including how it may have changed in light of understanding their perspecitve. If we both can respect each other's point of view, then I think that sets up a constructive environment for clarifying what a "course correction" would look like. Goals and expectations can be set for the next major check in. Interim check ins are also advisable, or you proactively give concise regular updates via email, thus reducing meeting times, since everyone's already busy as it is.