During the interview her boss told her that she had not been proactive and that she had not shown that she can think out of the box. They went through a number of other examples and at the end she felt rather deflated.
I suggested that she go through every performance item where there was criticism and write a goal for improvement. Write them all on a paper and number them. Then for each goal write action steps.
I suggested that she request a follow up meeting with her boss to show what steps she would be taking and asking for input.
This process is very important. If you are a business owner, a manager, or an employee you should consider this process. For the employee, it forces regular communication with the manager and helps the employee know what steps need to be taken. The manager or business owner is not simply saying what is wrong; he is encouraging dialogue and goal setting for improvement.