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Get Started ≫Strategic
thinking performance review phrases
24 phrases across four rating bands, for managers, coaching conversations and self-evaluations. Filter, copy, print. Free, no sign-up.
Start with the rating band that matches the person, then pick the voice you are writing in. Copy a phrase, then change the specifics so it names the real project, the real quarter, the real thing that happened. A comment that could describe anyone is the thing you were trying to avoid.
How these were written, and the five steps to a review that holds up ↓Connects today's work to where the business is trying to get to, in a way that changes what gets prioritised.
Manager to employeeSpotted the shift in [market or requirement] early enough for us to do something about it.
Manager to employeeArgues for stopping things, which is the part of strategy most people avoid.
Manager to employeeWorth bringing them into planning earlier. By execution stage, most of this value has already been spent.
CoachingReady to own a strategic question rather than contribute to one.
CoachingI made the case for stopping [work], which was harder than proposing something new and worth more.
Self-evaluationUnderstands how their work contributes to the wider objective.
Manager to employeeConsiders the medium term rather than only the current cycle.
Manager to employeeRaises implications beyond their own area when they see them.
Manager to employeeUnderstands the strategy. The next step is challenging it where it does not match what they can see on the ground.
CoachingWorth asking what would have to be true in two years for this to still be the right approach.
CoachingI have started asking how each piece of work connects to the wider objective, which has changed what I push back on.
Self-evaluationWork is executed well without reference to why it is being done.
Manager to employeeDecisions optimise the current quarter in ways that cost the following year.
Manager to employeeImplications outside their own area are not considered until raised by somebody else.
Manager to employeeFor your next piece of work, write one line on what it is ultimately for. If you cannot, that is worth asking about before starting.
CoachingWhen you propose something, name what it costs elsewhere. Everything has a trade-off and naming it builds credibility.
CoachingI execute well without asking why often enough, and I have delivered things that did not need doing.
Self-evaluationI optimise for the quarter in front of me more than I should.
Self-evaluationWork has continued on activity that no longer supports the objective, after this was raised in [month].
Manager to employeeDecisions have repeatedly created problems elsewhere that were foreseeable.
Manager to employeeFor the next quarter I want a written line on each piece of work: what it is for and what it costs elsewhere. Reviewed in six weeks.
CoachingIf the strategy has not been communicated clearly enough to work from, that is mine to fix and I want to know.
CoachingI have kept working on things without checking whether they still mattered. I want clearer line of sight to the objective.
Self-evaluationLook for trade-offs. Anybody can propose more; naming what it costs elsewhere is the part that indicates real strategic thinking.
How these were written
Written, not calculated. Each phrase names a situation, an observable behaviour and its effect on the work or the people around it. Bands run from exceeds expectations to unsatisfactory across three voices: a manager writing about somebody, a manager coaching, and a person writing their own self-evaluation.
- Phrases are starting points. Drop in the real situation or the comment reads as filler.
- The four bands assume a four-point scale. On a three or five-point cycle the band is a sorting device, not a score.
- Written for Australian workplaces and Australian English.
- Check the constraint before rating the person. Workload, authority, tooling and what happened to the last person who tried shape most of what gets written up as an individual failing.
- Unsatisfactory-band comments assume a dated record already exists and the issue has been raised before.
What to do about it
Good phrasing rescues a review that was already done properly. It cannot rescue one where nobody wrote anything down until the week it was due.
Start from your notes, not from this list
Open what you recorded during the year, pick what really happened, then find the wording. The other order produces a fluent review that says nothing.
Name the situation in every comment
The real project, the real quarter, the real result. Only one person could have earned it.
Match the band to your evidence, not the conversation you want
A generous rating on somebody you privately consider a problem is how next year's difficult conversation ends up looking like it came from nowhere.
Pair every development comment with a support step
Training, a pilot, a pairing, a cadence. Criticism without a path forward produces defensiveness and reads badly to anyone reviewing the file later.
Read your reviews as a set
If the same competency is the gap across a function, that is a capability gap in how the team was built rather than a dozen development plans.
Proposing more is
the easy half.
Compono Develop maps capability against what the business will need next rather than only what it needs now, which is the same question strategic thinking is trying to answer.
Step 5 asks what your reviews say together. That is very hard to answer from a folder of review documents and straightforward to answer from capability data.
Common questions
What are examples of strategic thinking feedback?
Connecting work to the wider objective in a way that changes priorities, spotting a shift early, arguing for stopping something.
How do you develop strategic thinking?
Ask what each piece of work is ultimately for and what it costs elsewhere. If neither can be answered, that is the development conversation.
Can I use these phrases word for word?
Yes, with the real decision or shift named.
Next step
Competency framework
The bands above are competency ratings. This is what a competency framework is, and how the levels are meant to work.
Read the definition →Related toolSkills gap analysis calculator
Reviews name the gap one person at a time. This one sizes it across the team.
Run it next →BuyingRequirements builder
Score the platforms you are looking at against the two risks, must-haves first.
Build the scorecard →Talk to usBring us your review cycle
A conversation about what your reviews are telling you as a set, not a demo script.
Talk to us →.webp?width=559&height=292&name=2026.07.21%20Fireside%20KV%20-%201200x627%20(event%20featured).webp)
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