 It is not fair to tell somebody once a year what they've done wrong. To understand those gaps going into that new role, that really sets you up for success instead of waiting for the six-month one-year performance review where oftentimes that feedback is going to be too late to act on. The real feedback and performance review has to be ongoing. They need to know on the spot what are they doing well and what actually needs work. It will save you time. It will save you energy. It gives a person a chance to course correct it. People are often hesitant to give it. If you can have the courage to ask whether it's the current manager or previous manager I think is great. For anybody in the business arena, what are those kind of clues that you look for about somebody who should be promoted? One of the first things I'd be looking for is any sign about growth mindset.