As an Executive, These Are the Three Key Questions I Use During Evaluations—And They Work at Home Too

Chase Rigby, the CEO at Tassel, balances his professional expertise with the challenges of raising four children. He applies a unique three-question review process both in the office and at home, believing that the principles of effective feedback can transcend professional boundaries.

Based on an edited conversation with Chase Rigby, this narrative explores how his experiences at Google shaped his innovative approach to leadership and family life.

A Path Diverged from Google to Tassel

Leaving my role as a product manager at Google after six years was perplexing to my wife. Google taught me a lot about culture and innovation, yet I did not feel fulfilled there. I wasn't eager to create a company from scratch; I found my calling in expanding operations from steady starters to successful businesses.

A private equity firm provided me with the opportunity to do exactly that: take an existing company and refocus its culture to stimulate growth. My prior success in this arena led to the sale of a company, an experience I aim to replicate at Tassel.

Despite the perks and prestige at Google, I have chosen a different route—less financially rewarding but more personally fulfilling.

Lessons in Transparency and Leadership

At Google, transparency was paramount. My first week introduced me to this, with open forums alongside founders Larry Page and Sergey Brin. This openness emphasized the value of communicating even when answers aren't at hand, a lesson that resonates with me both as a CEO and a parent.

Streamlining Performance Reviews

Performance evaluations at Google could be a cumbersome process, often interrupting work flow. Inspired to improve, I devised a straightforward approach centered on three core questions:

1. Identify something the employee should continue.
2. Highlight something they ought to halt.
3. Suggest something new to embark upon.

This tactic promotes candid feedback without the sting, as everyone is involved in the process of stopping, starting, or maintaining certain behaviors. It also fosters accountability, with peers reminding one another of their objectives.

Blending Executive and Parental Roles

Many business insights translate well to family life. My children, aged 3 to 9, are at a formative stage where I help them cultivate habits through setting yearly goals in various life aspects—spiritual, physical, intellectual, and social.

While it’s not identical to a business performance review, this goal-setting keeps development simple and targeted. My parenting, much like my leadership, involves embracing unknowns with transparency and a commitment to finding solutions.