Honestly, any manager without the necessary skills to have that sort of conversation shouldn't be trusted with managing people at all. You'd be much better of leaving me the keys to the company jet!
Of course, managers, pushed back - didn't want to do them, didn't like to do them, "it should be HRs job" and so it became an annual process, or every six months at best.
I give my dogs better and more frequent coaching than that!
If we are to truly leverage better performance, the quality of these conversations need to improve and be a lot more frequent - daily I would suggest. They need to be relevant to the role or the role people are seeking to advance to. They need to be measured against the outcomes that the role should be generating and unique to the individual.
Sound complex? Well, it ain’t rocket science…