November 5, 2025 • 16 mins
We unpack why performance reviews trigger anxiety and how to turn that fear into a confident, credible story of impact. In this bite-sized conversation, we’ll explore practical strategies to prepare early, sharpen your message, and advocate for your growth.
✅ Shift from fear to storytelling that highlights your value
✅ Get clear on expectations and align through one-on-ones
✅ Track wins and gather proof that shows real impact
✅ Use mentorship to strengthen your narrative and confidence
✅ Pre-wire your review by syncing early with your manager
🎧 Don’t miss the HR Mentorship Summit hosted by La Shanique Plumber, where I’ll be a featured guest speaker! Visit balanceis.com/mentorshipsummit or check my LinkedIn page to sign up.
🔔 Subscribe for more tips on workplace survival and career success!
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🌐 Connect with the Transparent HR Podcast on Social Media:
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💼 Connect with Prince Tate
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_00 (00:09):
Hey and welcome back to the Transparent Nature
Podcast.
It's your host, French Tate, andthis is another career chat
bite-size inspiration on theTransparent HR Podcast.
Today, we have a very specialguest with us.
In fact, she's no longer aguest, she's become a friend.
(00:30):
La Shanique, welcome back to thepodcast.
SPEAKER_01 (00:33):
Hi, thank you so much for having me.
I can't wait to dive intotoday's topic.
SPEAKER_00 (00:37):
Absolutely.
Today we're going to be talkingabout performance reviews.
Oh, those dreaded performancereviews.
La Shanik, we know theseperformance reviews are coming
right around the corner for alot of people.
And a lot of people get super,super nervous.
(00:58):
But not only that, they don'thave a strategy, right?
So when you think about, and Iknow you've coached and you
mentor a lot of people who aretrying to pivot into HR or even
grow within HR, but why do youthink performance reviews, for
so many people, it makes themnervous?
(01:18):
And how can they shift theirmindset around them?
SPEAKER_02 (01:22):
Oh such a great question.
Yes.
So as someone who has gottenreally nervous about performance
reviews and seen so many peopleget nervous, like I it is
nerve-wracking, okay?
Like, let's just name it.
Um, because at the end of theday, all the things you've done
is being put on a sheet ofpaper, right?
And then you're gettingliterally reviewed by your
(01:44):
performance, right?
And I think that most people arenervous for so many factors.
One, because we're hard onourselves, right?
And so we don't know what towrite, we don't know what to
put.
Um, we feel like maybe we didn'taccomplish anything, right?
Um, sometimes it feels like Iknow I did a lot, like I
executed a lot, I was busy allthe time, but like what did I
(02:04):
actually accomplish that'senough to put on paper?
Um, if you've made mistakes, Iknow this was me.
Like, I've if I've made amistake, I'm feel like, I mean,
they're gonna rip me to shredsin this in this performance
review, right?
If you've made mistakes, a lotof people feel like that might
have outshadowed all the otherthings that they've done.
Yeah.
Or if if you truly just didn'tactually meet the objectives,
(02:27):
right?
If you think about from um,because some some performance
reviews, there's like littledata that you have to meet or
performance ventures you have tomeet.
If you didn't meet those, again,even if you did a ton of work
and you feel like you didn'tmeet those objectives, it can
feel kind of daunting going intothose conversations.
Yeah.
Because you're like, what, what,like, what do what do I say?
What do I do?
But but one of the mindsetshifts I I always have had, and
(02:49):
why I have created um models anddifferent frameworks
specifically for the performancereview is that you can tell a
story.
You have to think about it like,what story do I need to tell?
Right.
And everything you did had sometype of accomplishment or some
type of impact or outcome.
(03:09):
Even if it, even if you'rereaching for the stars, there's
a reason why you didn't get tothe stars.
Tell that part, tell thechallenges you overcome, right?
I see a lot of people leave outall the stuff that they had to
overcome to get to the placesthat they did.
Yeah.
So that that's the mindsetshift.
And I'll and I'll just share oneone.
I had an amazing manager where Iwent in, I was so tough on
(03:30):
myself for my one of my reviews,and I like marked myself like
low on everything.
And she was like, I know youdidn't meet these, but like you
didn't talk about the thingsthat you did accomplish within
each one, and that foreverchanged my perspective.
And I and she rated me totallydifferent than I rated myself.
And from then I was like, it'sabout the story you tell.
(03:52):
It's honestly about the storyyou tell.
SPEAKER_00 (03:54):
No, absolutely.
It is about the story.
But you know, a lot of times,and let me say this: even in our
conversation today, when we talkabout performance reviews, it's
not just the annual performancereviews.
We're also talking about the90-day reviews, right?
Um it's the same approach.
(04:16):
A review is a review, right?
You need to have a strategy whenyou come into the when you know
you're about to have it.
But I think one of the biggestgaps that I see is a lot of
times people don't know,especially if this is like your
first or the organization, a neworganization that you're working
(04:36):
for, and this is um, or maybe anew position.
A lot of times people don't knowwhat they're being rated on
until they have to do theperformance review.
So what suggestion would yougive to people for them to maybe
start looking into, okay, what'sgoing to be on, I like to say,
(04:56):
what's going to be on the test?
SPEAKER_02 (04:58):
Yes, yes.
Yes, that it and and that one isuh that that breaks my heart a
lot of times, right?
Because as HR, we are helpingthe organization a lot of times
set up the goals for the year.
And then we we we get into theyear and we forget like what
where what we where we started,right?
And what the objectives we putfor ourselves.
And even if you don't haveformal objectives, because I am
(05:19):
seeing a lot more people withcompanies that don't have formal
objectives, I I still encourageall my clients who don't have
formal processes to make surethey understand, okay, what are
some of the milestones andthings that I should be meeting?
And so if if you're in self,because right now I know
self-review is kicking off,don't fret.
Just go back, go back to thoseinitial conversations, some of
(05:40):
those initial town hallsinformation and just look at
what was the vision, right?
What were some of those emailsthat came out in the newsletters
and what was the originalvision?
And and then start to tell yourstory around that.
Um, but if you have formalobjectives, right?
Don't forget about those andmake sure that you're telling
the story around those becauseotherwise that that's what
(06:01):
you're gonna be rated on.
And a lot of people do forgetabout that for sure.
That's a great point.
I'm glad you brought it up.
SPEAKER_00 (06:06):
No, absolutely.
And I I think for a lot ofpeople, like you really in your
one-on-ones with your leader,just ask them, hey, I I'd like
to get ahead and want to beprepared for my performance
review.
Can you remind me what are whatare the objectives, right?
What am I what am I being ratedon?
(06:28):
And oftentimes it's always atemplate, depending on the level
of your position.
SPEAKER_02 (06:32):
100%.
SPEAKER_00 (06:33):
And most of the times, just because you're in HR
doesn't mean you own it, right?
Uh because maybe one person ownsit in in your HR organization,
or maybe it's a specificdepartment, right?
And so whether you're in HR ornot, right?
Like you need to go to yourleader and ask them just
straight out, hey, uh, what whatI like to say, what's the
(06:59):
questions on the answer?
What's the questions on thefist?
SPEAKER_02 (07:02):
Yeah, that's so that's so good.
So good.
SPEAKER_00 (07:04):
Yeah.
And I think a lot of times wedon't think about that.
By the time performance reviewcomes, it's like, oh my God, now
I gotta rate myself.
But I'm gonna tell you this, aswe talk about rating, as as you
prepare to rate yourself,there's other steps you need to
do before going into theperformance review.
(07:25):
So, La Shani, help us help ourlisteners to understand what are
some things they want to dobefore the performance reviews.
Maybe these are things, theseare items that they're focusing
on before, uh, maybe six monthsbefore.
What are some things they shoulddo before the review?
SPEAKER_02 (07:45):
Yeah, yeah.
So if you're proactivelythinking about next year, right,
you're like, okay, how do how doI make this happen?
How do I make my review seasonsgo better, feel better?
Six months before definitely isa check-in meeting with your
leader, right?
Again, to your point, gatheringwhat's going on, what has
changed?
Do you do you see ourpriorities?
Have they shifted, right?
Really gathering thatinformation so that you continue
(08:07):
to stay on track.
I can't tell you how manyleaders at the end of the year
forgot to change the objectives,forgot to change those things.
And then they're like, but Ican't rate my team on this,
right?
Where I'm like, well, ifsomebody could be proactive,
like you know, so for me, thatwas something I always did, a
check-in, like, hey, are westill on the same, on the same
path?
The second thing I alwaysencourage is stakeholder
(08:29):
feedback.
So always have check-ins, eitherright before the review itself,
or at some point again, eitherthat six months to three months
before your review, getstakeholder feedback.
That's important because you'regonna get gather perceptions
about you.
You're gonna gather what peoplethink you did great, what people
think didn't go so great, andyou have time to turn those
(08:50):
perceptions around and make sureyou capture and gather those in
your in your performance review.
Um, the other thing that I liketo do is I do like to, to your
point, I like to win the meetingbefore the meeting.
And so I'm always checking inwith my leader from a couple
perspectives.
One that we haven't touched onis I like to know how they're
rating themselves.
(09:11):
Like, tell me how are you ratingyourself?
How like what did you feel likeyou accomplished?
What do you feel like youmissed?
And whether I agree with them ornot, it gives me data and
information to know how I shouldthen position myself or the the
the polite challenge that Imight have to their perspective,
right?
So those are some of the waysthat I kind of think about um
(09:33):
how you want to move forward.
It's always checking in, it'salways stakeholder, and then
it's definitely multipleconversations with your leader.
SPEAKER_00 (09:40):
Absolutely.
I couldn't agree with you more.
LaShanik, you created this thingcalled the HR Mentorship Summit.
And I mean, like, you create thesummit that we're about to go
into in just what, not even 30days.
SPEAKER_02 (09:58):
Yeah.
SPEAKER_00 (09:59):
So, how does this play into when we talk about uh
mentorship and performancereviews?
How can mentors help theirmentees grow professionally, but
at the same time be prepared fortheir performance review?
SPEAKER_02 (10:22):
Yeah, yeah.
So, one, I think when it comesto review season, and like I
say, us being hard on ourselves,anyone being hard on themselves,
sometimes it's good to tap intoothers and tap into others, but
to that that have noticed yourwork throughout the year, that
have seen you work, know yourstrengths, because honestly, the
biggest thing that I see whathelps people feel way more
(10:44):
comfortable in the review seasonis when they start to remember
everything that they did, right?
They're like, oh yeah, I forgotI did that.
So if you're not a good person,somebody that's good at tracking
everything or go to yourmentors, go to your peers, go to
the people that are going tohelp hype you up.
And so when you, if you do cometo the HR mentorship summit,
which you should, because ourhost, Prince Tate, will be there
(11:05):
and he will be talking about hisamazing strategies for um coming
into an organization and talkingabout your reviews uh and and
your performance, um definitelylean into your community, into
your mentorships, whetherthey're inside the organization
or outside of the organization.
And I'm just excited foreverybody to be loved on at this
(11:26):
at this summit and to get thementorship and the advice they
need so they can feel empoweredduring the review season and
beyond and beyond.
SPEAKER_00 (11:34):
Oh, absolutely.
I'm super excited.
You you've already broke thenews.
I'll be a guest speaker at theHR Mentorship Summit, and I'm
super excited.
Uh, this is really a greatopportunity because I have some
uh I like to call it uh powerskills that I want to share that
(11:56):
can help people be preparedduring any type of review
they're going into, right?
And when we talk about goinginto a performance review and
being prepared, there is what Ilike to call you have to have a
strategy.
You cannot walk into aperformance review and just
(12:18):
expect this to be, again, areport card.
But you have to be proactive,and I'm super excited to share
those skills, to share somestrategy uh with those who
attend the HR Mentorship Summit.
Uh look, you do not want to missit because I have some
(12:38):
strategies and I'm gonna sharemy story on from when I started,
from you know, what did I do?
What did I realize?
What is something I wish someonetold me from the beginning so I
can win and receive exceedsexpectations every single time,
regardless if that's a 90-dayreview, regardless if that's an
(13:01):
annual performance review, I'mgonna give some tips, some
tricks.
I'm gonna give you everythingI've got in that moment so you
can seed, so you can succeed inyour career.
Amazing, amazing.
SPEAKER_02 (13:17):
I can't wait.
I know I'm excited.
SPEAKER_00 (13:19):
So I got one more question for you.
If you could give one piece ofadvice to any professional
that's listening today, whetherthey're a senior leader, a
leader, uh, entry-levelemployee, uh, regardless of the
level they're in, what wouldthat be regarding their
performance review?
SPEAKER_02 (13:40):
Give yourself more credit.
Give yourself more credit.
Give yourself more credit.
That's probably the number onecoaching advice and mentorship
that I have to give for allaspects of like performance
review and perform, like justthinking about impact.
Give yourself more credit.
SPEAKER_00 (14:01):
I love that.
And you know what?
That's something I'm gonna talkabout at the HR Summit.
SPEAKER_02 (14:08):
Amazing.
SPEAKER_00 (14:08):
How do you speak up for you and showcase your power
skills?
SPEAKER_02 (14:17):
I love it.
SPEAKER_00 (14:17):
I'm super excited and I can't wait for it.
Uh, if you're listening, makesure you sign up.
La Shanik, how can they sign upto attend this mentor event?
SPEAKER_02 (14:27):
Yes, absolutely.
So go you can go straight to myuh my LinkedIn, La Shanique
Plumber, and you can see easilyhow to sign up there.
Otherwise, if you go tobalanceis.com slash mentorship
summit, you'll be able to signup right there.
Um, and yeah, there's if yousign up for my newsletter,
you'll get information.
But all that's the best way, theeasiest way is just go straight
(14:49):
to my LinkedIn page and you'llbe able to sign up.
SPEAKER_00 (14:51):
And you know what?
If you just don't know how tospell her name, guess what?
You can also go to my pagebecause I'm gonna be sharing it,
I'm gonna be promoting it, andyou will see my beautiful face
on that flyer.
Well, I love it.
I love it so much.
Thank you so much for all of thegreat insights that you shared
(15:15):
today.
Uh, again, for this quick chatbite-size inspiration.
Uh and again, if anyone islistening, if this conversation
resonated with you, make sureyou join us at the HR Mentorship
Summit.
Um, I'll be speaking again atthis uh summit about the power
(15:37):
skills you need for growth.
And I promise you that if thissession is really going to help
you level up on how you approachany type of review.
It's gonna really, really helpyou.
So make sure you attend.
But I want to say this as weend.
Thank you so much, Lachini, forjoining us today.
(15:57):
Thank you for being, again, notjust a guest, but my my friend
in HR.
It's Prince Tate, and until nexttime, keep navigating your
career with clarity and withconfidence.
See you on the next episode.
Hey and welcome back to the Transparent Nature
Podcast.
It's your host, French Tate, andthis is another career chat
bite-size inspiration on theTransparent HR Podcast.
Today, we have a very specialguest with us.
In fact, she's no longer aguest, she's become a friend.
(00:30):
La Shanique, welcome back to thepodcast.
SPEAKER_01 (00:33):
Hi, thank you so much for having me.
I can't wait to dive intotoday's topic.
SPEAKER_00 (00:37):
Absolutely.
Today we're going to be talkingabout performance reviews.
Oh, those dreaded performancereviews.
La Shanik, we know theseperformance reviews are coming
right around the corner for alot of people.
And a lot of people get super,super nervous.
(00:58):
But not only that, they don'thave a strategy, right?
So when you think about, and Iknow you've coached and you
mentor a lot of people who aretrying to pivot into HR or even
grow within HR, but why do youthink performance reviews, for
so many people, it makes themnervous?
(01:18):
And how can they shift theirmindset around them?
SPEAKER_02 (01:22):
Oh such a great question.
Yes.
So as someone who has gottenreally nervous about performance
reviews and seen so many peopleget nervous, like I it is
nerve-wracking, okay?
Like, let's just name it.
Um, because at the end of theday, all the things you've done
is being put on a sheet ofpaper, right?
And then you're gettingliterally reviewed by your
(01:44):
performance, right?
And I think that most people arenervous for so many factors.
One, because we're hard onourselves, right?
And so we don't know what towrite, we don't know what to
put.
Um, we feel like maybe we didn'taccomplish anything, right?
Um, sometimes it feels like Iknow I did a lot, like I
executed a lot, I was busy allthe time, but like what did I
(02:04):
actually accomplish that'senough to put on paper?
Um, if you've made mistakes, Iknow this was me.
Like, I've if I've made amistake, I'm feel like, I mean,
they're gonna rip me to shredsin this in this performance
review, right?
If you've made mistakes, a lotof people feel like that might
have outshadowed all the otherthings that they've done.
Yeah.
Or if if you truly just didn'tactually meet the objectives,
(02:27):
right?
If you think about from um,because some some performance
reviews, there's like littledata that you have to meet or
performance ventures you have tomeet.
If you didn't meet those, again,even if you did a ton of work
and you feel like you didn'tmeet those objectives, it can
feel kind of daunting going intothose conversations.
Yeah.
Because you're like, what, what,like, what do what do I say?
What do I do?
But but one of the mindsetshifts I I always have had, and
(02:49):
why I have created um models anddifferent frameworks
specifically for the performancereview is that you can tell a
story.
You have to think about it like,what story do I need to tell?
Right.
And everything you did had sometype of accomplishment or some
type of impact or outcome.
(03:09):
Even if it, even if you'rereaching for the stars, there's
a reason why you didn't get tothe stars.
Tell that part, tell thechallenges you overcome, right?
I see a lot of people leave outall the stuff that they had to
overcome to get to the placesthat they did.
Yeah.
So that that's the mindsetshift.
And I'll and I'll just share oneone.
I had an amazing manager where Iwent in, I was so tough on
(03:30):
myself for my one of my reviews,and I like marked myself like
low on everything.
And she was like, I know youdidn't meet these, but like you
didn't talk about the thingsthat you did accomplish within
each one, and that foreverchanged my perspective.
And I and she rated me totallydifferent than I rated myself.
And from then I was like, it'sabout the story you tell.
(03:52):
It's honestly about the storyyou tell.
SPEAKER_00 (03:54):
No, absolutely.
It is about the story.
But you know, a lot of times,and let me say this: even in our
conversation today, when we talkabout performance reviews, it's
not just the annual performancereviews.
We're also talking about the90-day reviews, right?
Um it's the same approach.
(04:16):
A review is a review, right?
You need to have a strategy whenyou come into the when you know
you're about to have it.
But I think one of the biggestgaps that I see is a lot of
times people don't know,especially if this is like your
first or the organization, a neworganization that you're working
(04:36):
for, and this is um, or maybe anew position.
A lot of times people don't knowwhat they're being rated on
until they have to do theperformance review.
So what suggestion would yougive to people for them to maybe
start looking into, okay, what'sgoing to be on, I like to say,
(04:56):
what's going to be on the test?
SPEAKER_02 (04:58):
Yes, yes.
Yes, that it and and that one isuh that that breaks my heart a
lot of times, right?
Because as HR, we are helpingthe organization a lot of times
set up the goals for the year.
And then we we we get into theyear and we forget like what
where what we where we started,right?
And what the objectives we putfor ourselves.
And even if you don't haveformal objectives, because I am
(05:19):
seeing a lot more people withcompanies that don't have formal
objectives, I I still encourageall my clients who don't have
formal processes to make surethey understand, okay, what are
some of the milestones andthings that I should be meeting?
And so if if you're in self,because right now I know
self-review is kicking off,don't fret.
Just go back, go back to thoseinitial conversations, some of
(05:40):
those initial town hallsinformation and just look at
what was the vision, right?
What were some of those emailsthat came out in the newsletters
and what was the originalvision?
And and then start to tell yourstory around that.
Um, but if you have formalobjectives, right?
Don't forget about those andmake sure that you're telling
the story around those becauseotherwise that that's what
(06:01):
you're gonna be rated on.
And a lot of people do forgetabout that for sure.
That's a great point.
I'm glad you brought it up.
SPEAKER_00 (06:06):
No, absolutely.
And I I think for a lot ofpeople, like you really in your
one-on-ones with your leader,just ask them, hey, I I'd like
to get ahead and want to beprepared for my performance
review.
Can you remind me what are whatare the objectives, right?
What am I what am I being ratedon?
(06:28):
And oftentimes it's always atemplate, depending on the level
of your position.
SPEAKER_02 (06:32):
100%.
SPEAKER_00 (06:33):
And most of the times, just because you're in HR
doesn't mean you own it, right?
Uh because maybe one person ownsit in in your HR organization,
or maybe it's a specificdepartment, right?
And so whether you're in HR ornot, right?
Like you need to go to yourleader and ask them just
straight out, hey, uh, what whatI like to say, what's the
(06:59):
questions on the answer?
What's the questions on thefist?
SPEAKER_02 (07:02):
Yeah, that's so that's so good.
So good.
SPEAKER_00 (07:04):
Yeah.
And I think a lot of times wedon't think about that.
By the time performance reviewcomes, it's like, oh my God, now
I gotta rate myself.
But I'm gonna tell you this, aswe talk about rating, as as you
prepare to rate yourself,there's other steps you need to
do before going into theperformance review.
(07:25):
So, La Shani, help us help ourlisteners to understand what are
some things they want to dobefore the performance reviews.
Maybe these are things, theseare items that they're focusing
on before, uh, maybe six monthsbefore.
What are some things they shoulddo before the review?
SPEAKER_02 (07:45):
Yeah, yeah.
So if you're proactivelythinking about next year, right,
you're like, okay, how do how doI make this happen?
How do I make my review seasonsgo better, feel better?
Six months before definitely isa check-in meeting with your
leader, right?
Again, to your point, gatheringwhat's going on, what has
changed?
Do you do you see ourpriorities?
Have they shifted, right?
Really gathering thatinformation so that you continue
(08:07):
to stay on track.
I can't tell you how manyleaders at the end of the year
forgot to change the objectives,forgot to change those things.
And then they're like, but Ican't rate my team on this,
right?
Where I'm like, well, ifsomebody could be proactive,
like you know, so for me, thatwas something I always did, a
check-in, like, hey, are westill on the same, on the same
path?
The second thing I alwaysencourage is stakeholder
(08:29):
feedback.
So always have check-ins, eitherright before the review itself,
or at some point again, eitherthat six months to three months
before your review, getstakeholder feedback.
That's important because you'regonna get gather perceptions
about you.
You're gonna gather what peoplethink you did great, what people
think didn't go so great, andyou have time to turn those
(08:50):
perceptions around and make sureyou capture and gather those in
your in your performance review.
Um, the other thing that I liketo do is I do like to, to your
point, I like to win the meetingbefore the meeting.
And so I'm always checking inwith my leader from a couple
perspectives.
One that we haven't touched onis I like to know how they're
rating themselves.
(09:11):
Like, tell me how are you ratingyourself?
How like what did you feel likeyou accomplished?
What do you feel like youmissed?
And whether I agree with them ornot, it gives me data and
information to know how I shouldthen position myself or the the
the polite challenge that Imight have to their perspective,
right?
So those are some of the waysthat I kind of think about um
(09:33):
how you want to move forward.
It's always checking in, it'salways stakeholder, and then
it's definitely multipleconversations with your leader.
SPEAKER_00 (09:40):
Absolutely.
I couldn't agree with you more.
LaShanik, you created this thingcalled the HR Mentorship Summit.
And I mean, like, you create thesummit that we're about to go
into in just what, not even 30days.
SPEAKER_02 (09:58):
Yeah.
SPEAKER_00 (09:59):
So, how does this play into when we talk about uh
mentorship and performancereviews?
How can mentors help theirmentees grow professionally, but
at the same time be prepared fortheir performance review?
SPEAKER_02 (10:22):
Yeah, yeah.
So, one, I think when it comesto review season, and like I
say, us being hard on ourselves,anyone being hard on themselves,
sometimes it's good to tap intoothers and tap into others, but
to that that have noticed yourwork throughout the year, that
have seen you work, know yourstrengths, because honestly, the
biggest thing that I see whathelps people feel way more
(10:44):
comfortable in the review seasonis when they start to remember
everything that they did, right?
They're like, oh yeah, I forgotI did that.
So if you're not a good person,somebody that's good at tracking
everything or go to yourmentors, go to your peers, go to
the people that are going tohelp hype you up.
And so when you, if you do cometo the HR mentorship summit,
which you should, because ourhost, Prince Tate, will be there
(11:05):
and he will be talking about hisamazing strategies for um coming
into an organization and talkingabout your reviews uh and and
your performance, um definitelylean into your community, into
your mentorships, whetherthey're inside the organization
or outside of the organization.
And I'm just excited foreverybody to be loved on at this
(11:26):
at this summit and to get thementorship and the advice they
need so they can feel empoweredduring the review season and
beyond and beyond.
SPEAKER_00 (11:34):
Oh, absolutely.
I'm super excited.
You you've already broke thenews.
I'll be a guest speaker at theHR Mentorship Summit, and I'm
super excited.
Uh, this is really a greatopportunity because I have some
uh I like to call it uh powerskills that I want to share that
(11:56):
can help people be preparedduring any type of review
they're going into, right?
And when we talk about goinginto a performance review and
being prepared, there is what Ilike to call you have to have a
strategy.
You cannot walk into aperformance review and just
(12:18):
expect this to be, again, areport card.
But you have to be proactive,and I'm super excited to share
those skills, to share somestrategy uh with those who
attend the HR Mentorship Summit.
Uh look, you do not want to missit because I have some
(12:38):
strategies and I'm gonna sharemy story on from when I started,
from you know, what did I do?
What did I realize?
What is something I wish someonetold me from the beginning so I
can win and receive exceedsexpectations every single time,
regardless if that's a 90-dayreview, regardless if that's an
(13:01):
annual performance review, I'mgonna give some tips, some
tricks.
I'm gonna give you everythingI've got in that moment so you
can seed, so you can succeed inyour career.
Amazing, amazing.
SPEAKER_02 (13:17):
I can't wait.
I know I'm excited.
SPEAKER_00 (13:19):
So I got one more question for you.
If you could give one piece ofadvice to any professional
that's listening today, whetherthey're a senior leader, a
leader, uh, entry-levelemployee, uh, regardless of the
level they're in, what wouldthat be regarding their
performance review?
SPEAKER_02 (13:40):
Give yourself more credit.
Give yourself more credit.
Give yourself more credit.
That's probably the number onecoaching advice and mentorship
that I have to give for allaspects of like performance
review and perform, like justthinking about impact.
Give yourself more credit.
SPEAKER_00 (14:01):
I love that.
And you know what?
That's something I'm gonna talkabout at the HR Summit.
SPEAKER_02 (14:08):
Amazing.
SPEAKER_00 (14:08):
How do you speak up for you and showcase your power
skills?
SPEAKER_02 (14:17):
I love it.
SPEAKER_00 (14:17):
I'm super excited and I can't wait for it.
Uh, if you're listening, makesure you sign up.
La Shanik, how can they sign upto attend this mentor event?
SPEAKER_02 (14:27):
Yes, absolutely.
So go you can go straight to myuh my LinkedIn, La Shanique
Plumber, and you can see easilyhow to sign up there.
Otherwise, if you go tobalanceis.com slash mentorship
summit, you'll be able to signup right there.
Um, and yeah, there's if yousign up for my newsletter,
you'll get information.
But all that's the best way, theeasiest way is just go straight
(14:49):
to my LinkedIn page and you'llbe able to sign up.
SPEAKER_00 (14:51):
And you know what?
If you just don't know how tospell her name, guess what?
You can also go to my pagebecause I'm gonna be sharing it,
I'm gonna be promoting it, andyou will see my beautiful face
on that flyer.
Well, I love it.
I love it so much.
Thank you so much for all of thegreat insights that you shared
(15:15):
today.
Uh, again, for this quick chatbite-size inspiration.
Uh and again, if anyone islistening, if this conversation
resonated with you, make sureyou join us at the HR Mentorship
Summit.
Um, I'll be speaking again atthis uh summit about the power
(15:37):
skills you need for growth.
And I promise you that if thissession is really going to help
you level up on how you approachany type of review.
It's gonna really, really helpyou.
So make sure you attend.
But I want to say this as weend.
Thank you so much, Lachini, forjoining us today.
(15:57):
Thank you for being, again, notjust a guest, but my my friend
in HR.
It's Prince Tate, and until nexttime, keep navigating your
career with clarity and withconfidence.
See you on the next episode.
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