I'm Up For My Annual Review...Now What?

After every year, we have an opportunity as coaches to set aside time with our direct supervisors and talk about our past year's performance. This is an excellent time to look back at our successes, problems, areas of concern, areas of growth, and challenges, and take a moment to plan for the next year and the opportunities that lie ahead. For some young coaches, rather than see a performance review as a chance to learn and grow, this meeting brings feelings of uneasiness and uncertainty. Speaking for myself, I haven't always felt confident going into these meetings. I have often wondered, does my boss support what I've done this year? Has my administration been pleased with my performance? Are my coaches on board with my philosophy and training style? How can I get better? The thought of a performance review can send any young coach's mind into a tailspin. However, just as you have a plan and a goal in mind for each training session - you also must have a plan for your annual review. Approaching the meeting with a purpose will help you take advantage of this time, learn from the past season's challenges and problems, and prepare to have a very successful upcoming year.

So, exactly what type of plan should you have? Well, according to Dr. Marie G. McIntyre, a career coach and author of "Secrets to Winning at Office Politics," McIntyre suggests using your performance review as a chance to have an in-depth discussion about your work and career with your direct supervisor.

“I think the biggest mistake people make with performance reviews is going into it as a passive participant,” McIntyre said. “With a performance review, your boss is running the show but that doesn’t mean that you have to sit there and listen to whatever your boss may have to say and then go ‘OK, whatever,’” says McIntyre. “That’s the one time that’s structured for you to sit down with your manager and talk about your job — You want to take advantage of that."

The following steps have outlined key areas that Dr. McIntyre suggests will help you make the most out of your performance review.

1. Be sure that you have a review - make sure you designate a specific time and location to have an annual review with your boss. Don't assume it will happen.

2. Honestly evaluate the past year - consider all the successes, problems and challenges that occurred within the last 12 months. Be objective!

3. Think about next year's objectives - once the assessment is over, shift your focus to the upcoming year. Before the review, consider new goals, opportunities and obstacles.

4. Consider your career - reflect on your career goals. What new certifications, courses, speaking engagements or presentations would benefit you? Is there a way to make yourself more lucrative?

5. Anticipate your supervisor's point of view - think like a director of strength and conditioning. Consider his/her point of view.

6. Set goals for the discussion with your boss - if you've done the first 5 steps, then you are ready to develop a discussion plan. Your supervisor will control the appraisal conversation at first, but you can initiate topics.

7. Prepare for known disagreements - acknowledge these differences and have an action plan read to know how to handle certain situations.

8. Complete your self appraisal form - use this form to remind your supervisor of the past year's accomplishments (i.e. lower injury rate, new individual p.r.'s, post-season play, etc.) Also, make sure you turn your form in as soon as possible.

9. Consider whether to discuss pay concerns - if you feel you deserve a salary increase, do the necessary research. Look into what other coaches make at your level, check in with human resources to see if your department implements annual raises to match cost of living increases. Be proactive!

Hopefully, these 9 steps will help you successfully prepare for your annual peformance review. Just as with any meeting, training plan, or workout, you must have certain goals in mind in order to get the most out of your session. If not, it's possible you will just spin your wheels and wish for a productive outcome, rather than willing it to happen.

During the next blog, I will outline a list of questions to consider asking during your performance review. These questions will help initiate certain discussion topics and show your supervisor you are serious and committmed to your athletes, the staff and the athletic department.

Effort wins!

Callye

Are We Stopping Ourselves? An Interesting Perspective on Success

Tonight I had the opportunity to watch a TED talk, and the topic really struck me.  The speaker, Sheryl Sandberg, chief operating officer at Facebook, explains very simply “Why We Have Too Few Women Leaders.”  Her talk doesn’t make me want to become a self-righteous feminist or shout from the roof tops that women don’t have the same rights or opportunities as men.  Instead, her 15 minute TED talk gave me a new perspective on how and why women do not advance in their careers as quickly as men.   And by listening and really tuning into what Sandberg had to say, it’s amazing that I, a young female strength and conditioning coach, working in a largely male-dominated industry, could be the one who is stopping myself from moving up the ladder to success. See, it’s not the man in front of me or the man behind me or beside me that is to blame – in fact it’s me.  I’m the one who, rather than willingly took the next step up the ladder and grabbed that success with no remorse; I faltered, possibly tripped, or even waited to put my foot on the next rung.  Call it hesitation, call it doubt, perhaps even fear of negative perception – whatever the case may be, I have wavered. 

And due to my indecisiveness, I create an illusion that I don't want the pressure of success, that perhaps I might even pass on the ability to move forward.  And it's not just me, its more a large majority of women in the workforce. Studies have shown that as a society, we put more pressure on our male counterparts to succeed rather than ourselves.  We push for our brothers, our fathers, our sons, our uncles to advance up the ladder of success.  And what’s more, when given the opportunity for advancement – we pass.  Instead, we assume other roles – caregiver, mother, homemaker, wife, etc.  Before I say much more, I firmly believe these are the most significant roles in our society; there is certainly nothing wrong, in my opinion, to assume such a role.  What I’m simply saying is WE CAN HAVE BOTH.  We can have a career, a very successful career, and also be a mother, a wife, a partner, etc. and not sacrifice our personal aspirations and goals. 

So where do you ask am I going?  What is the reasoning behind this blog entry?  Simply, to start a series of blogs that answers the HOW.  If too few women are in leadership positions – then how can we get them there?  In my next entry, I’ll discuss annual performance reviews and I’ll examine what questions you should be asking, what steps you should be taking, and how you can move yourself into a position for advancement and success.

Effort Wins,

Callye

Welcome

The purpose of this blog is to provide female strength and conditioning coaches with a forum for their voices to be heard.  This blog is not exclusively for females!  Any coaches are welcome to add content.  Thank you for visiting and I can't wait for our conversations to begin!