JoAnn, I particularly like what you said about "have the coaching goals/plans recorded or directly sourced by each team member."  Unless the goals and plans are developed by the person being coached, it is unlikely that they will own them and take action on them.  And, until that occurs, it is difficult to hold them accountable to the plans!

For me, that is why current performance management tactics rarely work - employees are tired of the 95% negative - this is what you need to do to improve - and the 5% positive - this is what you did well.  It needs to be flipped - working to set goals that the employee recognizes as being in alignment with the corporation, and their own values and priorities.  That is a win-win situation.

Thank you for your comment!

Georgia