Weekly Progress Review Templates

If you’re serious about career growth, do this👇 (Simple check-in routine + template) ——— 1️⃣ Block 15 minutes on your calendar every Friday. This is your check-in time. Protect it like you would an important meeting. It’s a moment for you to pause, reflect, and evaluate your progress. No distractions, no skipping. ——— 2️⃣ Ask yourself four simple questions. - What did I learn this week that helped me grow? - What challenges did I face, and how did I handle them? - What actions did I take to move closer to my career goals? - What will I focus on next week to keep growing? Attach this check-in template to your Friday calendar event, making it easy to reach for. If you want a PDF version of the template, DM me. ——— 3️⃣ Write down your responses and revisit them. When you make this a habit, you’ll start to notice patterns, improvements, and new opportunities. Remember: Career growth doesn’t happen by accident. It’s the result of consistent reflection and intentional action. ——— BONUS 4️⃣ Loop in an accountability partner. Share your weekly reflections with someone you trust — a mentor, colleague, or friend. Having someone to check in with adds an extra layer of accountability and can give you fresh perspectives on your progress. Plus, it keeps you motivated to stay consistent. ——— ♻️ 𝐑𝐞𝐩𝐨𝐬𝐭 to share this with your network. 🧠 𝐉𝐨𝐢𝐧 the Develop Daily newsletter for weekly playbooks on learning, career development, and productivity.

Learning how to manage up is a key to success. Here's one template I wish I had earlier in my career to help people manage up (and down) better. Ideally you have an experienced manager who knows how to create clear goals, provide specific detailed feedback and helps you remove blockers. Unfortunately I chat with tons of operators who don't feel like they get clear enough direction. Instead of waiting for things to change, take things into your own hands and drive a clear 1:1 or regular communication with your manager. How? Fill out this document, update it weekly and go over it with your manager. The Keys: 1. Goals this quarter, your current results and projected results - this will help you get alignment on the goals and force your manager to be clear about what success looks like 2. Wins - What went particularly well this week. It's important for both of you to celebrate your successes and to reflect on why certain things worked (this make it a lot easier to get critical feedback when they need to give it) 3. Updates - Last week I completed X -This upcoming week will be successful if: (write out 2-3 priorities) - Throughout my career I've found people throwing more and more things at me. The reality is that we only have so much time and everything has an opportunity cost. Therefore, by writing out your 2-3 priorities, you are explicitly getting alignment on what other things you are putting on the back burner. If your manager doesn't agree with your priorities then at least you can discuss that and get aligned on what should be rearranged. 4. Roadblocks, concerns & items needing input - This is the section or the conversations throughout the week where your manager can help you problem solve based on their previous experiences or knowledge, they can help you think through different solutions to the problem and pressure test your thinking or they can just sign off on whatever it is that you are trying to get across the line. 5. Personal Development (PD) - This is the section where you're going to both reflect and push for specific and clear feedback from your manager. It'll force both of you to reflect regularly and figure out what to focus on to improve. -PD skill I am working on: -PD update from last week: -PD idea for next week:   -Feedback from this week: -What I think I did well: -What I think I could have done better: -What manager thinks I did well or could improve: (Ask!) -What I think my manager did well or could improve: 6. Stretch Question (Your manager will ask you a question. No need to fill anything in.) Now I understand that many companies are opting not to do 1:1s. Each company should do what they believe is right, but even if you don't have 1:1s I do believe you should be having each of these conversations regularly Huge thank you to my partner Rebecca Price for creating this template that has helped me as a manager immensely and put structure around many of the things I did naturally earlier in my career.

How I Use Templates to Save 5+ Hours a Week as a Program Manager at Amazon Every PM has repeat work. But not every PM automates it. Here’s how I use templates to stay fast and consistent: 1/ I templatize all updates ↳ Weekly recap format: wins, risks, next steps, asks ↳ Takes 7 minutes instead of 30 2/ I use a standard kickoff doc ↳ Goals, scope, owners, assumptions, open questions ↳ Everyone gets aligned instantly 3/ I run meetings off checklists ↳ “Sync flow: review tracker → clear blockers → assign actions → recap” ↳ No wandering = no wasted time 4/ I keep escalation decks ready ↳ Format for issue, risk, impact, ask ↳ I can raise a red flag in 10 minutes if needed 5/ I store them in one place ↳ Everything lives in a shared folder, organized by type ↳ No time spent reinventing the wheel You don’t scale by working harder. You scale by building once, using forever. Want my exact update template? ➕ I write for PMs who make repeat work effortless: https://lnkd.in/e6qAwEFc