Technique 7.19 — Potential vs. Performance (9 box grid)

Introduction

A widely used talent management tool to identify, develop and deploy top talent within an organization.

Grid

	Low Potential	Moderate Potential	High Potential
High Performance	1. Solid Contributor – Reliable – Expert in current role – Best as technical specialists	2. Core Talent – Trusted – Ready for growth – Needs development plan	3. Future Leader – Top performer – Highly promotable – Key to succession plan
Moderate Performance	4. Inconsistent Performer – May need coaching – Evaluate for fit	5. Emerging Talent – Shows promise – Watch closely – Needs structured development	6. Rising Star – Strong potential – Could become top performer – Stretch assignments help
Low Performance	7. Low Performer – Needs intervention – Consider role reassignment	8.Underutilized Potential – Skills not matched to the current role – May benefit from a new role or motivation	9. Question Mark – High potential but not delivering – Investigate blockers or fit issues

How to Use the Grid

Assess each employee based on:

Performance (measurable results, consistency, reliability, etc)
Potential (growth capability, learning agility, leadership traits)

Place employees into one of the nine boxes.
Use placement to:

Tailor development plans
Guide promotion decisions
Identify succession candidates

Comments

You can adapt the labels (e.g., “Core Talent” or “Rising Star”) to match your culture or values.
Combine this with your Potential Assessment Framework for clearer calibration.

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