How To Make Your Performance Review Truly Useful

Most career-oriented managers approach their annual performance reviews hoping to get useful feedback about what they need to do to increase their chances of getting promoted. But more often than not, they come away dissatisfied, feeling the feedback was inadequate. Even high-performers with top performance ratings get feedback from their bosses that can be vague, contradictory and unhelpful. Why is this, and what can you do to get the feedback you need to fuel your career development?

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Positioning Yourself for Career Advancement

It's no secret that promotion rates in most industries have slowed during the extended recession. The good news, at least in the United States, is that with the current glimmers of economic growth the "ice floes" surrounding upward movement are beginning to break up. The bad news: competition for the C-suite positions that will open up over the next few years will be intense due the backlog in promotional activity. As a result, upwardly-aspiring executives need to take steps now to position themselves to be "first off the bench" as opportunities for promotion become available.

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Getting Ahead by Leading Across

Witnessing the downward-spiral of Carla Sanders' career was painful — yet her experience offers an important commentary on the requirements of executive leadership in today's organizations. (Carla's an actual executive whose name has been changed.)

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The Myth of the Work-Life Balance

Many companies extol the value of work-life balance for their employees, but the reality for senior executives? There isn't any. 

Many companies extol the value of work-life balance for their employees, but the reality for senior executives? There isn't any. Frequently, stressed and harried managers look up the organization hierarchy and assume that they'll have greater control of their time when they advance to the C-suite. What they don't understand is that modern-day telecommunications, the hair-trigger requirements of financial markets, and the pace of global organizations create 24 x 7 work lives for most executives. So, forget work-life balance and think personal organization and finding ways to relax.

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