!-- Google Tag Manager -->
Organizations that perform substantially better than their competitors, mostly distinguish themselves by safeguarding continuity in the long run.
They are aware of where their distinguishing abilities are and are constantly focused on improvement. The same goes for the way in which they treat their employees.
These high-performance organizations have good insight into their available talent, and utilize the added value of managers and employees to realize the ambitions of the organization. The 9-box grid is an often-used model to map talent. A great tool for successful talent management.
High-performance organizations develop KPIs, make active use of their performance management cycle, and conduct conversations with their employees about achieved results. These results are incorporated as performance in the 9-box grid. Think of sales, service levels, turnaround time of projects, or customer satisfaction. Gauging talent and future potential is often done based on achieved results and current behavior. Past performances are no guarantee for the future; especially if the requirements change. Determining potential can be done in a more objective, fair and better way.
Gauging future success
General intelligence, personality and drives are import predictors of future success. They display to what extent people can easily develop themselves in order to meet new demands. With reliable and valid assessment tools you can map the available potential in an objective, more well-founded way. Moreover, these instrument provide a scientific framework to look at employees and compare them based on the same criteria. In practice, it becomes clear that organizations that use assessment tools to gauge the potential of employees, do so 25% more accurately than organizations that don’t.
Linking success to behaviour
What makes one employee more successful than another? By mapping which behaviour determines success, it is made tangible which elements can best be aimed for on the job, and better-founded decisions are made.
What are the benefits of objective, quantifiable classification?
The numbers tell the tale
You should realize that potential is not directly visible, but it is quantifiable. In order to properly shape talent management and let it succeed, you will have to add something extra. Adding a behavioral dimension to the popular 9-box grid ensures that you can direct your actions more specifically.
In short: map something first, before you take action on it!