2014:01 - Two executives review docFeeling discouraged after a negative performance review? Was the feedback less rewarding than what you had hoped for or expected? Are you unsure of how to proceed? Thoughts and feelings like this after a disappointing performance review are natural. But there are steps you can take to recover quickly from a bad review – and help you to improve for the next one.

Corporate Class Inc.’s Executive Coaching is designed for individual needs. The one-on-one coaching focuses on your personal and professional goals and business objectives. Pursuing this program is an excellent action following a negative review, as we can help you to examine all of your areas that need improvement as well as formulate concrete steps to becoming a stronger professional.

For those managing or delivering performance reviews, this is also an excellent option to consider for your employees. Think and plan ahead for those employees who need improvement by arranging individual coaching for staff members. This is a great way to enhance the skills and strengths of your team, as well as demonstrate to your staff that your organization is dedicated to employee growth and development.

In addition to pursuing individual Executive Coaching, here are a few steps you can take now to bounce back from a negative review:

  • View criticism as constructive
    Negative points in your review are not provided to make you feel like you haven’t done a good job; rather, they should offer insight into how you can work more effectively or efficiently. Though it is easy to take this feedback personally, try to change your perspective by seeing it in an objective light. By taking a step back and detaching your emotions from the feedback, it is possible to assess how you can improve.
  • Discuss with your boss if you have questions about the review
    Certain points of feedback may not make sense to you, or you may have worked hard in an area that your supervisor has interpreted differently. If this is the case, arrange for a follow-up meeting with your reviewer to discuss any unclear feedback. Not only will this give you a better sense of how you can improve, it also may provide insight on how you can more effectively demonstrate your hard work and efforts.
  • Give time for reflection
    Do not act immediately following a negative performance review. Your strong emotions may get the better of you. An article in The Wall Street Journal suggests taking a day or two to let the review sink in, and to reflect and recover from your initial reaction to the review. Otherwise, your defensiveness or anger could take over your response to your reviewer or boss – which could worsen the situation.

Above all, do not feel that a negative review is an absolute. Instead, it is a great opportunity to improve your performance in your company and to become a stronger professional. Our individual Executive Coaching can help you along the way.

2014:01 - Woman EPAt Corporate Class Inc., we strive to foster excellence, confidence, and leadership in all professionals. Yet even today’s workplace, not all professionals are considered equal. Among many other stereotypes, differing perceptions of the roles of men and women in the workplace prevail – sometimes beyond our awareness.    

You may have seen the Whip It ad from Pantene Philippines, which has gone viral since its launch in November 2013. To date, it has received over 14 million views. The video depicts a professional man and woman functioning in the exact same business contexts. The differences lie in the perceptions of these two professionals: when exhibiting confidence and authority, the man appears to be the “boss,” but the woman appears “bossy.” While the man delivers a “persuasive” speech in front of a crowd, the woman at the exact same podium is read as “pushy.” And while a man taking care of his professional image seems to be “neat,” a woman with the same concerns is written off as “vain.”

Through these differences in perceptions, the ad addresses the underlying stereotypes that prevail in the workplace and can put professional women at a disadvantage. These perceptions happen all the time, whether or not we consciously recognize it.

We have been discussing the implications on professional women as a result of these stereotypes in our local Lean In circle. Lean In is an organization dedicated to supporting women in achieving their goals and to addressing the challenges women face, like the gender stereotypes depicted in the Pantene commercial. Sheryl Sandberg, the COO of Facebook and author of Lean In: Women, Work and the Will to Lead, is one of the founders of LeanIn.Org. The book and the organization offer concrete advice and support to counter the negative stereotypes and other kinds of roadblocks that women face, in the workplace and elsewhere.

While we at Corporate Class Inc. strive to enable all professionals to master and demonstrate Executive Presence, which includes qualities such as confidence, command, strength, and poise, we too face the challenge of how others perceive successful women who exhibit these qualities. As such, it is important to address this problem in the workplace and in other spaces like a Lean In circle. By addressing the problem, we can instill awareness of this kind of discrimination, which is often enacted unconsciously. Then we can begin to eradicate such behaviour – and both men and women can find success without the added baggage of how their perceived personalities can weigh them down.

We applaud efforts like those of Pantene and Sheryl Sandberg to tackle these issues for women in the workplace. For more commentary on the Pantene ad and other examples of gender differences enacted in the workplace, check out this post from Upworthy. For more from Sheryl Sandberg, visit the Lean In website or check out the book, Lean In: Women, Work and the Will to Lead. How will you continue this conversation?