The feedback that feels good is often the feedback that holds you back.

When your manager says "you're doing great," they're validating your performance—but performance isn't what gets you promoted. Potential is. And women are consistently rated 8% lower on potential even with equal or better performance. That gap explains almost half of why women are 15-20% less likely to get their first promotion to manager.

This episode breaks down the Hidden Evaluation Problem: two assessments happening simultaneously, only one visible to you. You'll learn the exact language that signals performance feedback vs. potential feedback, why "work harder" doesn't close the gap (Yale research proves it), and three diagnostic questions that turn vague praise into an actual roadmap.

If you've ever walked out of a review feeling good only to get passed over later, this episode explains why—and gives you the tools to change the conversation.

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What you'll learn:

• Why "you're doing great" might be the worst feedback you can get (and what to ask instead)
• The hidden metric that explains almost half of the promotion gap between men and women
• How to hear the difference between performance validation and potential development
• Three questions that force your manager to give you specific, actionable feedback
• Why proving yourself through harder work doesn't update their perception of your potential