Hey, it's Rachel Cook, your modern mentor.

I'm the founder of Lead Above Noise, a firm specializing in helping leaders and organizations

fully activate their teams, driving the employee experience and business results.

So here in the U.S., we're rolling into that season of ghosts and goblins and pumpkins and turkeys,

and the thing that so many of us love to hate, the performance review. In an ideal world, the performance review

would be a gift. It would offer insight into what we did well and intelligence on what we

might change or expand in the coming year. And it wouldn't carry all this baggage around ratings

and distribution curves and compensation. Alas, it's complicated, at least at the individual level.

But can we talk about the team performance review? Not nearly as popular, but in my experience,

it's a pretty valuable tool in reviewing the year coming to a close

and getting super clear about changes to make in the coming year that will deliver big success.

Today, let's talk about how and why you can run a team performance review. First, the why.

So the world of work has gotten a little complicated. So many teams today

are operating across countries and time zones, working asynchronously, maybe or maybe not,

ever meeting in person. The world is moving at a million miles per minute, and we're all doing

our best to keep up. And while the team may not be dropping

balls, is it collectively living its best, its most successful life? Are all members of the team

truly engaged? And is the team delivering the best possible results? Usually these days,

the answer is kind of no. Simply because we don't have the time and space to step

back, to reflect, and determine what's working well and what we need to optimize. This is what

the team performance review is designed to do, to fully activate your team, maximizing their

engagement and their performance. So, even as great as you are, you can amplify

...