Also, over half of the Fortune 500 CEOs had a C average in college, yet they went on to manage some of the best organizations in America. Fred Astaire failed his first screen test. It would have been a huge loss if the potential was not recognized in these great individuals. Keep the goals focused on improving needed competencies. Development goals, such as for advancing in the organization, should be performed in other setting, and preferably with a career counselor.
Performance is a dynamic process.
Just as employees should be given feedback throughout the rating period, and not just on an annual or semi-annual basis, goals should also be discussed and reevaluated frequently. Evaluating a leader's team accomplishments is more important than evaluating individual accomplishments. Some of the best leaders are almost invisible because of the work they have performed in guiding their team on to excellence. The more closely a person resembles our attitudes or background, the stronger our tendency to judge that individual favorably. Yet, diversity offers the most benefits.