Succession Planning 1 Hour Training Bubbles Your Name

Objectives At the end of this session you will be able to: Identify the critical roles within your organisation Recognise various talented candidates within the organisation Distinguish the workings of the 9 box talent model Complete your 9 box talent model mapping, against your organisation

Critical Roles? Core Roles Supporting Roles Strategic Roles

Role Mapping Critical Role Why Impact on Strategy  

C2 – Acceptable Performer C3 – Unacceptable Performer 9 Box Talent Model The Talent Matrix C1 – Key Contributor B1 – Strong Performer A1 – Star Performer C2 – Acceptable Performer B2 – Solid Citizen A2 – Rising Star C3 – Unacceptable Performer B3 – Marginal Performer A3 – Too New Performance Low Medium High Gives a greater breakdown of where an individual “fits” Helps position and guide activities and actions to move individual forward, up or out Provides cross reference of both potential and performance Helps identify gaps in the population Low Medium High Potential

Detailed 9 Box Talent Model C1 – Key Contributor Continual high achiever of significant value to the organisation, but with restricted upward potential at this stage. Action: Continue development in current position B1 – Strong Performer High performer with some potential. Likely to be able to move at least one organisational level within 2-3 years Action: Look for opportunities to display leadership in current role A1 – Star Performer Consistently high performer and potential – likely to be the future leaders and move one organisational level within 0-3 years Action: Stretch assignments or roles in other parts of business C2 – Acceptable Performer Satisfactory performance but with restricted potential at this stage. Ensure any blockages in development are removed. Action: Improve in current role, may be candidate in future B2 – Solid Citizen Solid performer, some potential but unlikely to involve immediate career progression. Potential to move in 3 years + Actions: Develop skills and performance in current role A2 – Rising Star High potential and performing to standards required in role. likely to move one organisational level within 0-3 years Action: Focus on performance short term and development long term C3 – Unacceptable Performer Performance issue, below standard required in role. Individual need to change performance and behaviour Action: Performance manage, look at short term goals/steps B3 – Marginal Performer Below standard required for role, with limited potential for future. Provide clear guidance of expectations to move performance Action: Focus on improving performance A3 – Too New Hi potential but performing below expectations. May be new to role or joiner, potentially wrong job for skills? Action: Address root cause of performance, invest in development Now lets map out your future stars! Performance Low Medium High Low Medium High Potential

9 Box Talent Model Example Potential actions to develop: Lead Task Force Secondment to other area Project lead within sector Project lead out of sector Move to more challenging area / unit Champion specific issue Mentor new starters Coaching role Broaden responsibilities B1 – Strong Performer High performer with some potential. Likely to be able to move at least one organisational level within 2-3 years Action: Look for opportunities to display leadership in current role

Objectives At the end of this session you will be able to: Identify the critical roles within your organisation Recognise various talented candidates within the organisation Distinguish the workings of the 9 box talent model Complete your 9 box talent model mapping, against your organisation