Performance reviews, as a key component of the performance management process, are essential for fostering the development and growth of employees, especially in critical skill areas that drive both individual and organizational success. These reviews, often referred to as performance appraisal discussions, provide a structured framework for evaluating an employee’s current skill set while identifying and communicating opportunities to strengthen capabilities that support ongoing growth.
A common development area of focus in performance reviews is strategic thinking. Coaching an individual to develop their strategic thinking skills is an investment not only in the employee’s development and success, but an investment in the long-term success of the team or organization. Strategic thinking is a durable skill that supports an individual throughout their career journey. It enables them to navigate changes, anticipate potential opportunities and threats, and make informed decisions that drive long-term results.
With this skill, employees take actions today that align with broader organizational objectives and long-range goals. Unlike other skills that may become obsolete, strategic thinking is enduring, has ongoing relevance, and is a cornerstone for personal and professional success. In a world that demands agility and foresight, strategic thinking is not just important—it’s essential for staying ahead.
If you are developing strategic thinking in your team members, performance reviews and appraisals are key inflection points to foster this skill development and growth. A performance review, coupled with consistent coaching and feedback provides team members with the insights, resources, and confidence they need as they develop their strategic thinking skills.
When approaching performance reviews, managers often wonder how to use examples of strategic thinking in a performance review and how to comment on strategic thinking in a performance appraisal. Try these strategies during the performance appraisal or review as well as when you are providing ongoing feedback and coaching between reviews.
Be Clear about the Development Expectations
During a performance review, it’s essential to clearly communicate the need for developing strategic thinking skills and the reasons behind it. Link this development opportunity to measurable outcomes that align with team and organizational goals, the employee’s personal development objectives, and their career aspirations.
By making these connections tangible, you help the employee see how enhancing this skill will positively impact their current performance, future opportunities, and overall success. Provide specific and detailed examples to illustrate how strategic thinking contributes to both immediate results and sustained growth.
You can also pinpoint specific areas within strategic thinking they need to work on such as:
- Understanding trends
- Prioritization
- Achieving strategic goal alignment
- Innovative thinking
- Risk assessment
- Scenario planning
- Future orientation
- Change resilience
Recommended: 5 Key Elements of Strategic Thinking & How to Leverage Them
Balance Constructive Feedback with Motivation
Position strategic thinking skill development as an opportunity for growth rather than as a shortcoming. For example, instead of saying, “You struggle with strategic thinking,” you could say “Strengthening your strategic thinking skills will enable you to better anticipate potential changes and proactively address challenges, positioning you as a stronger leader.”
Highlight the value this skill will bring to their career, team, and organizational success. Reaffirm your belief in the employee’s potential by expressing confidence in their ability to grow and thrive.
And finally, don’t forget to express your support in helping them achieve this goal.
Create a Development Plan
Collaborate with your team member in building a development plan for building their strategic thinking skills. This process involves opening dialogue to set clear and measurable objectives and outline actionable steps to achieve them. By involving the individual in the planning process, you will foster a sense of accountability and ownership while tailoring the action plan to their unique strengths and interests.
Together, you can identify opportunities such as stretch assignments, training programs, mentorship, or real-time application of skills in current projects. Providing specific steps to follow inspires team members to develop their strategic thinking skills.
Keep in mind that strategic thinking may take some time to develop and even longer for it to feel natural for team members to use.
Recommended: How to Shape Strategic Thinking
Provide Ongoing Coaching and Feedback
Offering performance review feedback about strategic thinking skill development shouldn’t be limited to the performance review discussion. Coaching and feedback should be ongoing to create true and lasting behavior change.
Here are some tips and suggestions for providing feedback and coaching about strategic thinking skill development:
- Ask forward-focused questions to get them to think more broadly and about the impact of decisions and actions on other team members, other teams, and/or the broader organization. For example,
- What are the long-term impacts of this action or decision?
- What could disrupt this plan?
- How does this align with our team, department, or organization goals?
- Encourage curiosity and continuous learning by sharing opportunities available to them.
- Help them identify and overcome obstacles as they implement their development plan and build their strategic thinking skillsets.
- Explore what worked well and what could have been done differently as they work on components of their development plan and when they apply strategic thinking skills to their work.
Recommended: What Are the Positive Effects of Strategic Thinking?
Enhance Your Performance Review Conversations
Incorporating strategic thinking skill development opportunities into performance reviews and appraisals is a transformative way to support employee growth while driving organizational success. By using performance reviews as a platform to clearly communicate development expectations, collaboratively create actionable development plans, and balance constructive feedback with motivation, managers can foster a culture of continuous learning and improvement.
For organizations wanting to take their performance to the next level, CMOE offers impactful training and consulting services to enhance managers’ ability to provide coaching throughout the performance management process. We also help leaders and teams cultivate practical strategic thinking capabilities. With decades of experience to draw on, we specialize in shaping top-performing teams across industries.
Discover how to build a strategic team with CMOE’s proven strategies and services that foster strategic thinking, deliver impactful feedback, and drive top performance. Contact us today to unlock your team’s potential and achieve long-term results.
