Over the years, I have read a great deal of guidance
about employee reviews. Many HR professionals
have discussed the pros and cons of doing annual
reviews versus periodic reviews. Periodic reviews
occur throughout the year and provide both the
supervisor and the employer with an opportunity
to discuss performance on an ongoing basis. Let’s
assume that a supervisor considers an employee’s
performance to be substandard in the first half
of the year, but does not discuss it until the annual review at year’s end. The employee might be
surprised to hear this, or even have a hard time remembering his or her behavior from nine months
ago. Periodic reviews, conducted professionally,
can effectively highlight differences of opinion that
may have been unknown to the other person.
The benefit of periodic “check-ins,” however, is
not only limited to external communication with
others. In fact, the one area of communication
that is most often overlooked is communication
with ourselves. How often do we take the time to
perform an internal, periodic review?
Who am I working for?
I propose that this is a bigger question than just
the name of your organization. Are you truly
working for yourself — meaning are you working
to advance the true goals you have for yourself,
your family, or your future?
What are you working toward?
Have you taken the time to engage in real short-term and long-term goal setting? And even more
than that, have you mapped out a path to goal
What steps do you need to take on this day, in
this week, or through this month to move you
closer to achieving those goals?
Have you made a timeline? We all have daily external deadlines to meet in our jobs, and we sacrifice
our own personal goals and plans to meet them. It’s
just as important to keep the promises we make to
ourselves. A goal without a deadline is just a dream.
When interviewing job candidates, a common
question is: “Where do you see yourself in five
years years?” Have you asked yourself this question
lately? Where do YOU want to be in five years?
This is perhaps the MOST important of all the
questions. In 2009, Simon Sinek wrote Start
With Why: How Great Leaders Inspire Everyone
to Take Action. Your “WHY” is the one question
you probably need to ask yourself most often.
Understanding our purpose, and what motivates
us, fuels the action needed to achieve what we
want. Achieving any goal effectively starts with
clarity. And clarity begins with the ability to define
As we are all engaged in a career that keep us in-
herently focused in ongoing firefighting, planning,
executing, rescuing, and salvaging operations for
other people; I think that we as a profession spend
too little time in introspection and self-care.
Does the following script sound familiar?
We will get more sleep tomorrow.
We will change our diet next month.
We will get caught up after this one project.
Tomorrow we will do this better.
In another month, the media will be evaluating
the first 100 days of the new presidential administration of the United States. It seems like a good time
to reflect on your own first 100 days of the year — to
internally ask and review questions that help you to
excavate what truly matters to you personally and
review what you are doing to make it happen. ACC
Some author recommended resources to help you set and
The Freedom Journal - https://thefreedomjournal.com
The Mastery Journal - www.eofire.com/support/
Live Your Legend - www.liveyourlegend.net/email-updates/
Power Sheets - https://shop.cultivatewhatmatters.
Your First 100 Days
18 ASSOCIATION OF CORPORATE COUNSEL
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VICE PRESIDENT AND
GENERAL COUNSEL OF
voices maryrose delahunty