This means that training should be a key component of the job plan. Objectives are a good way of deriving training requirements, so they go hand in hand. By comparing personal targets and known skills, you can see where training is required. But it is also important to remember that you may need more personally oriented skills. There is little point in learning something without a practical application behind it, you could make a group presentation one of the deliverables for a performance review.
Many technical people are also reluctant to speak their minds.
This is especially true in companies where conformity is highly valued. If you're not getting enough response from a team member, set that person an objective of making a more direct contribution in meetings. This could be backed up by assertiveness training. The laughable quality of human resource management in most tech companies and departments has lead us all to take job planning too lightly. This adds to the tension that already exists in anything to do with performance review and job planning.