A strategic plan for replacing key personnel, particularly those in high-level positions, is known as succession planning. At the core of this proactive approach lies a powerful tool: the succession planning 6 box grid. This matrix aids in identifying and developing talent, fostering a robust pipeline for organizational leadership.
By assessing skills, experience, and potential, this grid assists in creating a clear roadmap for succession. Let's delve into the 6 box grid, exploring its components, benefits, and how to implement it effectively.
The Succession Planning 6 Box Grid
The 6 box grid, also known as McKinsey's 9-box grid due to its rearrangement, comprises three rows and two columns. It evaluates an individual's performance and potential along two dimensions:
- Performance: Relates to the individual's current abilities and accomplishments.
- Potential: Assesses the individual's capacity for growth and taking on greater responsibilities.
Performance Dimension
The performance dimension has three categories: Below Expectations, Meets Expectations, and Exceeds Expectations. It evaluates how well the individual fulfills their current role's requirements.
An individual's current performance is plotted on the y-axis, allowing for a clear visualization of their current capabilities.
Potential Dimension
The potential dimension, similarly, has three categories: Below Our Needs, Current Fit, and Exceeds Our Needs. It assesses an individual's capacity to grow into more challenging roles and take on broader responsibilities.
An individual's potential is plotted on the x-axis, providing a snapshot of their future readiness.
Interpreting the 6 Box Grid
Upon plotting employees on the grid, each boxuar
- High Performance, High Potential: Ready for promotion or new challenges, they are succession candidates to groom.
- High Performance, Current Fit: Currently excelling in their roles, could be ready for a change or minor enhancement.
- High Performance, Below Our Needs: May require reassignment or additional skills development to align with long-term goals.
- Meets Expectations, High Potential: Showing promise, these individuals should be considered for development and mentorship programs.
- Meets Expectations, Below Our Needs & Current Fit: These individuals might need clear career paths and opportunities for growth.
- Below Expectations, High Potential & Exceeds Our Needs: Address performance concerns and explore if they could develop into roles demanding higher skills and experience.
- Below Expectations, Current Fit & Below Our Needs: Require attention, possibly reassignment to better match their skills with role demands.
By understanding where each employee falls, leaders can strategize tailored development plans, fostering a culture of growth and readiness for succession planning.
Implementing and refining succession planning begins with this 6 box grid. It aids in spotting talent, developing skills, and creating a strong leadership pipeline. By staying proactive and purposeful, organizational leaders can ensure business continuity and success through strategic planning.