15 April 2002

My company requires an annual performance review for each employee. As part of the review, my manager is asked to identify my weaknesses (or "developmental opportunities," as the company refers to them). Should my manager jettison focusing on weaknesses altogether during these reviews and focus on only my strengths?

During a performance review, you and your manager should focus most of your time on how you can build and apply your strengths in your role. A strength is a combination of talents, skills, and knowledge that can be productively applied, so, in practical terms, strength-building requires that you and your manager do three things.
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