1. Succession Planning 1 Hour Training Bubbles
Your Name

2. 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

3. Critical Roles?
Core Roles
Supporting Roles
Strategic Roles

4. Role Mapping
Critical Role
Why
Impact on Strategy

5. 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

6. 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

7. 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

8. 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