I really hate the word weakness, I really hate the phrase Areas of Development.....the second sounds as though you are just frightened of saying weakness!!! Though I have to admit I have often used both....but hey, life is about learning.
I prefer to think of knowledge, experience or skill gaps.
So often that gap can just be bridged by talking to the person about it, instead of ignoring it. If you like, managers are the "bridge" that can close that gap. The % is very high of people who lose their jobs and say "I don't know why?" or who are shocked by the reasons. Shock should never occur, shock illustrates a "gap" in the managers coaching skills.
What I also like about the word gap is that it has a positive feel i.e. that the gap can be closed. When you sit down you can work out together how to bridge the gap - coaching, a project, objectives, reading, practice, feedback loop, mentoring, training.
G= Give clarity around the gap. Don't be frightened to, but be frightened not to....check understanding by giving them the chance to suggest how to close the gap.
A= Apply your knowledge to help them close the gap. That is your role. Your role should be to help talent emerge and prosper...as Tom Peters would say learn to "revel in the talent of others"
P= Practice. To close the gap successfully they will need to practice. With anything during practice you will make a cock-up or two...but the more they practice without fear, the more the chance of success
