Q: I've just been asked to write a draft of my performance review, to which my boss will add her thoughts. I'm having trouble because I don't want to brag, but I don't want to sell myself short either.A: A performance review is more about substance than style. When you quantify your accomplishments, you're reminding your boss exactly why she was smart enough to hire you. Did you cut costs, meet a big goal, train a staff person? Flip through your calendar and you'll probably be surprised by all you've achieved.If, like many women, you always think you could have done more, hold that thought. What counts in a performance review is identifying the top three goals your boss has for you—and showing how you've made progress. Do that and you're golden. If you aren't sure what those priorities are, schedule a pre-review chat with your boss. That way, you can customize your review—and address any surprising revelations. Going forward, make sure you get feedback regularly. Email your boss every few months to confirm that the top items on your to-do list match hers. As a rule, 80 percent of a performance review should focus on accomplishments and 20 percent on areas needing improvement. If you're highly creative but disorganized, for example, deal with the issue head-on. Use take-charge language to explain that you're continuing to improve your time-management skills and then list two or three ways you're doing it.    Takeaway Tips