Here's how you can set meaningful career goals using performance evaluations.

I agree that deep reflection is an essential part of professional development and growth however if done in isolation only at performance reviews this can and if not accompanied by a self development action plan can become somewhat pedestrian. Reflection can become a culture like any practice if conducted regularly can improve oneself and those we lead.

Even beyond evaluations. Every aspect of your daily performance should be reflected on. We can learn even when we do things right. Small changes in phrasing or how we listen or anticipating additional needs can improve the patient experience.

You will always have competition in whatever you do. Don't dwell on it! Just be better than your competition. Provide a better service, treat people the way you expect to be treated, greet everyone with a smile, go the extra mile, hire people who will mirror your positivity. As the late, great Negro League baseball pitcher, Satchel Paige once said, "Don't ever look back! Something might be gaining on you!!"

Goals are part of every aspect of business/life and provide a sense of direction, motivation, a clear focus, and clarify importance. By setting goals, you are providing yourself with a target to aim for. A SMART goal is used to help guide goal setting. SMART is an acronym that stands for Specific, Measurable, Achievable, Realistic, and Timely. Therefore, a SMART goal incorporates all of these criteria to help focus your efforts and increase the chances of achieving your goal.

Feedback is good for everyone who is looking to improve their career. However, the feedback must be constructive and on target. Feedback can be destructive if provided by supervisors who have no interest in the employee, which occurred with me several times. Annual evaluations are not always a good form of providing good feedback. Feedback requires identifying an issue or perceived fault, bringing it to the attention of the employee and offering potentials solutions or methods to improve. Without the possible methods to improve then feedback is nothing more than criticism.

Feedback helps us learn more about ourselves, our strengths, behaviours, how our actions affect others, and areas which need development. Increasing our self-awareness encourages personal development. Feedback can be both positive and corrective/developmental.

Action Planning is an approach, rather than a specific method, which helps focus ideas and decide what steps you need to take to achieve particular goals. It is a statement of what you want to achieve over a given period of time. The Four Pillars of Action: Mindset, Vision, Plan, Team. Action plans generally include "what," "who," and "when." They outline the action steps (the "what") your program will take to achieve your goals and objectives, the person(s) responsible (the "who"), and the projected completion dates (the "when").

In the realm of performance reviews and goal-setting, it's essential to prioritize not just setting goals but actively engaging with candidates to foster their growth. While establishing time and goals is crucial, the real impact comes from sitting down with candidates well before their next review—ideally six months prior—to discuss their aspirations, identify developmental needs, and agree on actionable goals. This collaborative approach ensures that both parties are aligned and committed to the candidate's progression. For management candidates, it's vital to create developmental goals that guide them from point A to point B to point C, thereby reducing recruitment costs and promoting upward mobility within the organization.

Before you set any goals and objectives, you need to have a clear vision of what you want to accomplish as a leader. Your vision should be inspiring, compelling, and aligned with your values and purpose. It should also be communicated to your team and stakeholders, so they can understand and support it.

You can move adapt get educated and or be open minded, however that will not change the recruitment management team they stick to script thus said many excellent candidates fall through the everyday rigmarole