You're facing performance discussions with senior leadership. How can you confidently advocate for yourself?

Emphasize your successes and use precise measurements to measure your efforts. Show how you've achieved your objectives or beyond them, and give instances of creative fixes you've used. Keep your voice upbeat and confident while expressing your excitement for the company's continued expansion and progress.

It’s so critical that you document your achievements and your areas for growth in real time. When you do, figure out how to marry those actions with the competencies and goals that are required of you in the role that you’re in. Sharing random achievements doesn’t help your case. They need to have intent on what your performance expectations are.

When facing performance discussions with senior leadership, preparation is key. Gather data and examples that highlight your contributions and impact. Confidence comes from knowing your value and being clear about your achievements. I’ve found it helpful to align my successes with the company’s goals, showing how my work supports our broader mission. Also, staying open to feedback and demonstrating a willingness to grow can turn these discussions into positive experiences. It’s about balancing self-advocacy with a collaborative mindset.

As I prepared for my performance discussion with senior leadership, I felt a mix of nerves and determination. Here are the Key points I go prepared with: 1. Gather Evidence 2. Articulate contributions 3. Contextualize Achievements 4. Address Improvement areas 5. Prepare Questions 6. Stay calm and confident 7. Maintain eye contact 8. Showcase value 9. Follow-up

Start by thoroughly reviewing your contributions, achievements, and impact on the organization. Gather concrete data and examples that highlight your successes and how they align with the company’s goals. Prepare a concise summary of your key accomplishments and how they have positively affected the team or organization. Be ready to discuss challenges you’ve overcome and any initiatives you’ve led that demonstrate your leadership and problem-solving skills. Practice articulating your value confidently, focusing on the outcomes and benefits of your work. Use metrics and feedback to support your points, and be prepared to discuss how you plan to continue contributing positively in the future.

Setting goals should be trifold. I/3 goals you need to execute for the quarter. 1/3 competencies for your level and function. And, 1/3 cultural competencies. This makes up your entire performance measure.