A Better Review Process

The end of the year is a time for reflection and planning for the next year on an organizational basis. Budgets are analyzed, prepared, reviewed, modified, and hopefully approved.

It is also when the individuals in the organization engage in the performance evaluation process. Each person submits how they feel they did and what they would like to achieve in the upcoming year. They document this in some form or fashion and their supervisor, manager, director or others give their perspective as well. So the evaluation process is somewhat like the budget process. People are analyzed, evaluations prepared, the subject of the evaluation and their immediate supervisor review it together and most often there is no or very little modification done. The focal point of the evaluation is usually on past performance, and a small amount is on future growth and performance. If we are to expect organizational growth, then the individuals also need to grow. And in order to do that, certain investments need to be made.

First we need to accurately assess the strong and weak skills that each person has. Tests such as The Leadership Circle Profile, Hogan, DISc, Myers Briggs and others are used to identify these areas. By measuring this, a person has an list of areas that they can improve upon. They can also determine which areas are most important to work on in a prioritized list.

After that assessment is complete and the areas of improvement are prioritized it is vital that a development plan is developed for that individual. Perhaps the individual and their supervisor already create that development plan, and yet what is it based upon?

There also needs to be some way of determining where that individual is succeeding in their plan and areas that are slipping away. This can be accomplished by having a coach and mentor for the person. A regularly scheduled meeting between the parties mentioned helps the person engaged in developing themselves feel supported.

As time moves forward, we need to see how the skills identified in the assessment have improved. By doing another assessment at 6 months we can see the amount of progress that has been made, and potentially change the priority of the development plan items.

But Charles, does this really work? I can say beyond the shadow of doubt. I put myself through the plan I outlined above, and it helped me grow into a better person. It showed me what areas I needed to work on to become a more effective leader and coach, and propelled me on a growth path that is still moving forward.

What do you think of the above? Leave your comments below and until next week,

Charles Cain