READ the scenario pasted below:

Elaine Bridgewater, the former professional golfer you hired to oversee your golf equipment company's relationship with retailers, knows the business inside and out. As a former touring pro, she has unmatched credibility. She also has seemingly boundless energy, solid technical knowledge, and an engaging personal style. Unfortunately, she hasn't been quite as attentive as she needs to be when it comes to communicating with retailers. You've been getting complaints about voicemail messages gone unanswered for days, confusing e-mails that require two or three rounds of clarification, and reports that are haphazardly thrown together. As valuable as Bridgewater's other skills are, she's going to cost the company sales if this goes on much longer. The retail channel is vital to your company's survival, and she's the employee most involved in the channel.

1. List specific areas where her performance must improve. Consider possible causes for performance problems and whether they are rooted in ability (skill gaps, unclear objectives, etc.) or mentality (i.e. personality, attitude, etc.).

2. Identify reasons improving performance is important (costs of low performance, benefits of improved performance).

3. Describe target performance quality.

4. Identify areas in which performance is strong.