Unlock the Power of the 9 Box: The Performance and Potential Matrix

Aquire Succession: Sound Leadership PlanningThe Performance and Potential Matrix: Unlock the Power of the 9-Box Tom McKeown, President & COO

Goals for Today• Create enough interest to want to use a 9-Box• Education and guidance to get going• Basis to consider a wider Succession Planning strategy• Introduction to Aquire Solution

What Is It?• 9-Box Matrix• Past performance vs. Future potential• Most useful where sheer numbers of employees make it hard for executives to discover the starsSource: Great Leadership

The Axis Performance - The extent to which the person achieved their objectives (“The What”) and demonstrated the appropriate leadership behaviors. (“The How”). • A= outstanding performance B= good performance C= poor performance Potential - A person’s capacity to be a top performer in a more senior role. • 1= high potential 2= medium potential 3= low potential

Navigating The Grid • Clearly define each box • Explain and give examples to managers • Have managers plot their direct reports and defend decisions • HR leaders must consolidate all employees on one grid

What Are The Benefits? • It is simple and effective • A catalyst for robust dialog • Helps calibrate criteria and expectations • Facilitates shared ownership vs. one person’s opinion • A diagnostic tool for development

Scorecard for Assessing Leadership Potential • Managers can usually assess performance, but they struggle assessing potential. • Thus managers will often ask for a “formula”; some way to assign numbers to grading potential.Source: MyVentrurePad

Getting Started - Effective Questions1. Could the employee perform at a higherlevel, in a different position within the next year(consider ability not availability)?2. Could the employee perform at a higher level, ina different position within the next three years?3. Can you envision this employee performing twolevels above his or her current position in the nextfive to six years?4. Is the organization likely to value growth of theskills and competencies of this employee overthe next several years?5. Could the employee learn the additional skillsand competencies he or she needs to be able toperform at a higher or different level?

Effective Questions6. Does the employee demonstrate leadership ability?(Initiative, vision, communication, and taking appropriaterisks?7. Does the employee demonstrate an abilityto comfortably interact with people at a higherlevel or in different areas?8. Does the employee demonstrate comfort with abroader company perspective than his or her jobcurrently requires?9. Does the employee demonstrate flexibility andmotivation to move into a job that might be different thanany that currently exist?10. Does the employee welcome opportunities forlearning and development?

What is the FormulaCalculate the total number of “yes” responses and use aconsistent and documented scoring method: • 0-3 = Low • 4-7 = Medium • 8-10 = High

Common Pitfalls to Avoid • Misunderstanding high-potentials • Using quotas for each box • Failing to include change management • Failing to differentiate between employeesSource: SHRM – On the Grid

Unleash the Power of the 9-Box • Open dialog and ownership • Senior leaders must take the time to have open discussion around the assessment of individuals. • Framework for development • The 9 box provides direction on the types of development actions and investments that should be provided to individuals based upon their assessment.Source: Via People

Bigger Issue of Succession Planning• Improving economy increases competition for skilled employees• Still a big wave of retiring Baby Boomer’s• Growing company will have more of the same executive and management positions

The Data Challenge• Do you have succession data? Employee Potential• Is it easy to access and maintain? Talent Criteria Successor Ratings• Is it complete and accurate with the most current data from your ERP or Retention Risks HRIS systems? Key Position Readiness• Is it standardized?• Is the information easily consumed so you can generate plans?

The Solution

Aquire SuccessionUser-friendly succession planning tools that enable you to… • Easily capture and compare talent and succession data • Visually create and maintain succession and replacement plans • Assess bench strength and identify succession gaps • Create talent profiles and groups • Analyze and distribute succession plans and related workforce information

Assess and Compare Your Talent Pools • Evaluate candidates from company-wide talent pool • Compare candidates side-by-side and in 9 Box matrices

Intuitive Org Charting Metaphor• Reduces time and resources • Increases insights and control• Improves data access and visibility • Identifies key leadership positions and bench strength gaps

Your Plan in Sync with Organizational Changes • Automatic workforce data updates ensure successor choices are always valid options TransfersNew Hires TerminationsPromotions Retirement Voluntary Separation

Key Benefits At-a-Glance• Select the best possible candidates company-wide• Evaluate and make succession choices more quickly• Ensure plans stay valid• Standardize process• Secure data at multiple levels

About Aquire• Founded in 1994 -Headquarters in Dallas, Texas• Strategic Alliances with Leading HCM solution providers• Domain expertise in workforce reporting and management• Trusted Innovator in Holistic Workforce Planning and Analytics Solutions• 2,700+ Customers Across the Globe• Wholly owned subsidiary of Peoplefluent, the largest private talent management vendor

Diverse Customer Base Food/CPG Energy/Utilities Healthcare Financial Transportation Other

A Holistic Approach

Summary• 9-Box is a simple and effective tool for identifying future leaders• Create consistent and documented criteria• Integral component of the larger topic of succession planning

ChallengeBefore the end of March: • Put together a 9-Box for department • Determine the criteria and questions • Defend it to one of your peers * Reach out to Aquire

The Perfect Blend of Real Experiences, Proven Practices and Technology.Wisdom 2012 includes two conferences that contain valuable content for individuals searching for workforce planning tools and techniques that meet their specific needs… Aquire Users Workforce Planning and Analytics Conference Conference • Ideal for your company’s entire Human • Capture proven techniques and processes Resources team to formulate your workforce strategy • Learn to apply knowledge within Aquire • Gain access to the tools and processes solutions that will help you gain wisdom you’ll need to implement your workforce across your organization strategy • Learn from peers, share best practices • Leave with a framework that you can put and spend time with Aquire experts into place at your company Register Now! www.regonline.com/wisdom2012

Thank You!Tom McKeownPresident & COOtomm@aquire.com+ 1 214.574.5020Aquire400 East Las Colinas BlvdSuite 500Irving, Texas USA 75039www.aquire.comUnited Kingdom: 0845 371 7085Outside the UK: + 44 1582 463489Switzerland/Schweiz/Suisse: 044 5007159Outside Switzerland: + 41 44 500 7159Germany: 0221 92042 430Outside Germany: + 49 221 92042 430

Unlock the Power of the 9 Box: The Performance and Potential Matrix

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