Welcome to the web blog of Celtar, a management consultancy company based in Dublin, Ireland . The MD, Billy Linehan, is a business adviser and professional business mentor. How we meet your needs Projects • Assisted company “in recovery” from recent years of poor sales, new focus on strategy – and how to implement it • Chair and act as secretary of monthly management meetings • Introduce staff centred performance management systems, train managers • Advise MD on board matters, and communicating with shareholders • Train management team on “High Performance”


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Even CEO’s can improve their leadership skills!

Performance reviews for CEOs


Performance reviews for CEOs

Not surprisingly the above statement was written by a CEO.

Image result for self appraisals of ceo


I picked up on an article where the CEO of Zillow, Spencer Rascoff, wrote about his recent performance review.


It is a common challenge for MDs and CEOs of small companies to figure out how their performance can be meaningfully reviewed.  All their staff go through the review process, why not the CEOs and managing directors?

In many owner managed companies, with casual board structures, there is no formal review of the performance of a MD / CEO.  They might ask “Who can do my Review? Will they be objective?”  And  even question “Will my sense of self-worth be challenged – and what happens if I get a poor review?”


Frequently with Celtar clients, a relationship has been built where an MD reflects on their own performance and looks for feedback from myself as a personal business adviser.

Care must be taken in offering constructive feedback which I ensure is evidence based. Positive recognition is given for goals achieved, business objectives met and leadership demonstrated. I often utilise the DCOM model for High Performance Teams  for headings of discussion points (Direction, Competence, Opportunity and Motivation). In many cases this conversation is the only occasion when an MD is given feedback, and told that he or she is doing a “good job”!


Back to Zillow.

Each employee – including the CEO – is rated on their performance as well as their demonstration of the core values. They do 360-degree reviews, meaning managers are reviewed by their direct reports in addition to their peers and their line managers. They also prepare a self-evaluation and compare it to what others have to say.


This is absolutely true.

“A good review should contain no surprises if your manager is providing real-time feedback throughout the year. Instead of just hashing out what went well and what didn’t, a good review should include a thorough discussion on the specifics of your career development and progression. There is always opportunity for growth, even if it doesn’t mean a promotion.”

Feedback for the Zillow CEO is compiled from a mix of direct reports and other employees, the two co-founders, board of directors, from employee reviews on Glassdoor and from their conversations with our shareholders and business partners.

His review went well. The board reported that they (and others) think he is doing a good job as CEO. But in the spirit of “turning on the lights” – a core value at Zillow Group –  a few areas for improvement were identified:


Business leaders are self-centred and the successful ones highly focused, it is useful for them to be given/receive objective feedback on a regular basis.


For more about Zillow check out www.zillow.com

For more about evaluating CEO performance http://www.forbes.com/sites/joeltrammell/2013/08/18/how-do-you-evaluate-ceo-performance-6-ways-to-grade-the-chief/#510437f841da



Billy Linehan business advice Dublin Ireland


Business mentor and adviser to owners of SMEs, mostly. Contributor to Irish Tech News. Searching for truth in the news.

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