Second, each session began with a brief review of past performance. The purpose of this was not to evaluate — “You should do less of that. You should fix this.” Rather, the purpose was to help the employee think in detail about her style and to spark a conversation about the talents and nontalents that created this style. After this review, the focus always shifted to the future and how the employee could use her style to be productive. Sometimes, they would work together to identify the employee’s path of least resistance toward her goals. But often, the discussion would revolve around
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