I have tried a script like this for the past year for engineers at around the Senior engineer level. I have been really happy with the results so far: the idea of "leadership mini-vacuums" makes growth here fairly approachable. The steps are small and people can choose to start with the step with which they are most comfortable.
Some thoughts on how to give better apologies.
The central thesis of this book is that measuring employees will necessarily incentivize their behavior and measurement systems are doomed to by dysfunctional if any critical dimension of an employees role is not measured.