Time for a Mid-Year Review

It’s already July. Half of the calendar year is gone. You know what that means, don’t you? It's time to assess what you have accomplished at work so far this year, and how you are going to make the most of the next six months. Although the year is only half gone, the time has come to start making plans for 2011 goals and budgets, so you'd better be sure you have 2010 solidly in hand.

Don’t let another month go by before doing the following:

REVIEW SPENDING & REMAINING BUDGET: Figure out whether your expenses are falling into line in comparison to your budget. Determine whether the pace of your spending will keep you on track through to the end of the year. Did you budget major expenses that you do not have a solid plan to spend? Have you earmarked your capital expenditures for action? If your goals changed in a way that affects spending, figure out whether you need to “give back” any approved funds. Remember, although being grossly under budget may come as a nice surprise to someone in your finance department, it reeks of bad planning – just like being over budget. Make whatever adjustments are necessary to put you in line at the end of the year. If approved mandates have pushed you over budget, make adjustments in other categories if possible, or be sure that all the right people are aware of the impact of the coming discrepancy.

ASSESS PROGRESS AGAINST PERFORMANCE GOALS: You committed to achieving specific things this year. Have you kept your eye on the ball? Are you accomplishing the things you must accomplish, or spending too much time on things you find more appealing? Be realistic when analyzing how well you are doing toward meeting your goals. Document proof of what you have achieved. If you need to realign your daily efforts with your goals – do so now, because October/November will be too late. Post your goals somewhere you can’t help but see them every day. If you’re stuck in the mud – find help from a mentor or a supportive colleague.

PROVIDE FEEDBACK TO EMPLOYEES: Your team members deserve structured feedback more than the once a year they get a formal review. Schedule opportunities to touch base with all your direct reports during the middle of the year (assuming you are still several months away from their performance review). Your goal should be to give honest feedback, coaching, advice, and/or direction that allow them to make any necessary adjustments BEFORE their formal review. No one should be blindsided about issues at the end of the year when decisions are being made about performance ratings/rankings and pay increases based on merit.

SEEK FEEDBACK FROM YOUR BOSS: Touch base with your supervisor to be sure his/her expectations are still in line with your plan and goals. This is the time to know if you need to change gears or refocus your energy and efforts.

Dive into the rest of this year armed with a renewed sense of planning. Don’t let the second half of 2010 get away from you!

On Tiger's Apology

On Friday, Tiger Woods apologized publicly for his personal transgressions. There have been countless reviews of his “performance”, and I almost hate to add to the fray. But as a communications professional, this is an example that can’t be bypassed without comment. I should disclose that I have been a Tiger fan since before he joined the PGA. I started watching televised professional golf mostly because of Tiger Woods, the phenomenon. His talent, athleticism, poise, and mental toughness have given me reason to admire and cheer him. Tiger’s personal meltdown Thanksgiving weekend was shocking. He had seemed so “perfect”. Record-breaking career, beautiful wife and children, impressive charitable works, and standard-bearer for the PGA… Then he… what? With who? How many? Huh? Ick. As information emerged, it was disorienting and sickening. So it was with great interest and a heavy heart that I watched Tiger’s apology on February 19th. Much media commentary immediately followed. The first two articles I read online completely opposed each other. One described his appearance as a “train wreck”. The other said his apology was “from the heart”. This highlights the fact that the effectiveness of any apology is dependent upon the receptiveness of the audience. I happen to be fairly receptive fan, but also a married woman. Both aspects result in me bringing bias to an evaluation, like anyone else. POSITIVE observations: · Tiger said, flat out, that he was sorry, and that he alone was responsible for his behavior. Both of these are basic requirements for any apology. · He got to the heart of it by saying, “I have made you question who I am and how I could have done the things I did.” Yes, you did. · “I still believe it is right to shield my family from the public spotlight. They did not do these things; I did.” Bravo, Tiger. · He asked for help from people who care about him. NEGATIVES, from my perspective: · Tiger went on the offensive about being “angered” by people thinking Elin may have attacked him. I think expressing anger about people’s reactions was not a smart move. Being upset or dismayed, shocked, or surprised would have been better. I think many of us are angry at Tiger, and don’t feel he has much of a right to feel anger back at us right now – given that he is the one who screwed up and has most hurt his family. · Elin wasn’t there. This was entirely her prerogative. But if his wife hasn’t found a way to forgive him, it makes it harder for us to do so. We women can’t help but think what we would do if this happened to us. Maybe Elin didn’t take a swing at him with a golf club – but I would have. Although some criticized his use of a scripted statement, I completely understand. Tiger went on TV in front of millions of people to humble himself. He knew his every word would be picked apart and evaluated. You don’t want to ad lib in this situation – you want to be prepared. It’s much worse to babble. Remember, Tiger COULDN’T tell us everything we wanted to know. He doesn’t know the answers yet himself.