'Enable' - Did you have the right amount of time, the proper tools, the skills and the motivation, to achieve your objectives? If not, did you discuss this with your manager during your appraisal? Did you agree an under-pinning personal and professional development plan to ensure that you could? And did you take/were you given the opportunity to get that learning and turn it into the delivery of your objectives?
'Monitor' - Do you and your manager have formal or informal one-to-one's in between your appraisals? Do you talk to him/her if you have any issues between times? Do you keep him/her informed of your successes? Do you record them for inclusion in your Appraisal discussion? Does your manager know what else is going on in your life which may or may not be having an impact on your ability to do your job, and is he/she making provision for that? I guess the main thing for me here is - do you have an open and honest relationship with your manager?
I'm not sure that I can honestly say I have been able to answer all of these questions effectively as a Manager (Appraiser) or as a member of staff (Appraisee) this year. But as we all complete our appraisal forms and prepare for those discussions with our managers, I encourage you to think about those questions, and to consider the Leadership Model I have outlined above. Remember, good leadership is something we can ALL demonstrate, whether or not we are actually managing other staff, and thereby ensure that this year's appraisal conversations are authentic and meaningful.