Regular Great Leadership readers are already familiar with the performance and potential matrix, otherwise known as the "9 box".
In case you'd a refresher, I'm writing a series of posts on the 9 box over at About.com Management and Leadership.
Here's part one and two:
8 Reasons to Use the 9 Box Matrix for Succession Planning and Development
How to Use the 9 Box Matrix for Succession Planning and Development
In case you'd a refresher, I'm writing a series of posts on the 9 box over at About.com Management and Leadership.
Here's part one and two:
8 Reasons to Use the 9 Box Matrix for Succession Planning and Development
How to Use the 9 Box Matrix for Succession Planning and Development
2 comments:
Doug, thank you for your continued insights. I read your comments regarding use of the Nine Box with great interest since I've been doing some research in this area. Although I think the Nine Box is good, its in need of a refresh which I'll be doing in an upcoming White Paper. When you truly dig in and get your fingers dirty, the construct for performance - potential is simply too abstract in its current format. Second, you mention cost. I see lots of people go down the free route - however, if an organization misfires identifying a key talent - the costs are significant. For instance, Bersin's research suggests a price tag of $10,000 per year development costs for emergent leaders. Lastly potential has absolutely no relevance from my perspective. I like the work being done over in the Learning Agility arena. Although not perfect, there is a high correlation to what we would like to refer to as potential.
As we get closer - if interested - I'd be happy to send it to you.
Rod -
Thanks for your comment! Yes, I'd be interested to see your white paper, as I'm always open to new perspectives on this stuff.
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