Why I stopped scoring performance and started asking about it

Twenty years running sales enablement programs taught me that performance reviews miss the person almost every time. I wrote Performance Is Personal after watching one more coaching framework skip the part where someone actually has to change, not just get scored. The book walks through what real behavior change looks like in practice, with the awkward middle included. If you manage people, or you are the one being managed, the ideas here might save you a few bad quarters. The awkward middle is where the work actually happens.