Coaching ( Part 1)

It's the time of the Year for many employee performance reviews, and what are we doing about it?
This process should be linked to the vision and mission statement of every organization and embedded in its corporate culture, meaning that rather than being a evaluation based on analyzing last Years sales or general figures results, which often is mainly about managing numbers and expectations, those reviews should focus on the qualitative aspect of performance, by analyzing which actions contributed the most for helping the company achieve its main goals.
A review serves also to identify individual gaps to be developed in every managers pool of skills and competencies, therefore this process should be performed at a regular basis, at least 4 times a year, and with a very strong coaching component.
The main asset for any company is the wealth of experience that every senior employee brings with him. If those MVP are not able to pass their testimony by teaching, coaching and mentoring Young managers, than they failed as leaders.
Looking backward is important, in order to learn from mistakes as well as analyzing successes, but, a stronger focus should be placed on , together ( appraiser and employee) build a measurable and accountable action plan for both performance and personal development targets.
As every leader should see his role in motivating and inspiring his followers to achieve common objectives, ideally we could call these reviews, a personal leadership development plan.