Using the Performance and Potential Matrix to Determine the Best Leadership Development Strategy

In a previous post, I wrote about how to use a performance and potential matrix to assess your organization’s talent:

In this next series of posts, I’m going to describe how to use the results of this assessment process to determine what kind of development strategy is appropriate for every type of leader.

Although there are nine boxes in the matrix, I find it more practical to group talent into four categories, each requiring a different leadership development strategy. I realize that every individual is unique, however, the following categories and strategies will give you a framework to get started. Ultimately, every leader should end up with their own personalized individual development plan (IDP).

Here’s the four general categories:

1. A players, or hi-pos. Leaders in boxes 1A, 1B, and 2A, usually about 10-20% of any population.

2. New leaders. Just promoted into a position, with no previous leadership experience, too new to rate.

3. C players, or underperformers. The dreaded 3C box. Not a good place to be.

4. The B players. All the rest, the bell curve majority of any group that can’t be neglected.