Performance reviews suck. There, we said it. They’re stale, scripted, and about as useful as a chocolate teapot. But it doesn’t have to be this way. Here’s how to unbreak the system and actually help your people grow (without the buzzwords or BS).
Most rulebooks were written to avoid responsibility, not to foster brilliance. It's time to stop enforcing outdated processes and start building environments where creativity thrives. This post explores how to trade rigidity for intent and create a culture of structured autonomy.
Feeling like a fraud? You're not broken—you’re in a system that punishes not knowing. Impostor syndrome isn’t a flaw, it’s a signal. Real leadership creates safety, not shame. You’re not the problem. The culture is.
No one wakes up knowing how to debug a legacy codebase held together by hope and half-written tests. You learn by breaking things, fixing them, and doing it again. You don’t need to know everything. You need to be fearless enough to figure it out.
Lead. Don’t Ctrl.
