4 Comments

> Does this performance feedback actually reflect who I am and what I care about?

This is so hard for me to navigate, and I need to work on separating feedback on my work from feedback on my self. Thanks for this examination, it’s really helpful.

Expand full comment

Your advice about (not) optimising an anthill is so relevant and valuable.

What do you wish you had done differently in the times you were in this situation? Or put differently, what’s the alternative to optimising the anthill? Do you wish you had put blinders on the organisational dynamics and focused on the work you believed was highest impact/most interesting? Would taking the time to reflect have led you to make a bigger change (new role, new company) sooner? I recognise this is unique to every person and situation but interested to hear your reflections on this common “big company” situation.

As always, really appreciate the insights you share!

Expand full comment

I wish I had focused on doing great work and not on positioning myself, eg., make the presentation but let others deliver it. I also wish I had not taken an signals about my performance, etc., so personally versus seeing them as the values of the org being expressed (not about me...)

Expand full comment

I love how you put this: signals about performance are fundamentally an expression of the values of your org. Which is, of course, why it's so important to be at an org that values the same things you do (or to disentangle your own value system from your org's, but I've never been very good at that lol).

Expand full comment