5. Talent & Succession
The nine-box grid
A conversation, not a verdict
Where a collective agreement applies, it governs. Check the agreement before applying any of this.
Use when
Talent reviews; portfolio view of a leadership population
Unclear
High potential, low performance: wrong seat? new? blocked?
Growth talent
Develop with stretch; watch trajectory
Top talent
Accelerate, expose, retain deliberately
Inconsistent
Diagnose with AMO before labelling
Core solid
The backbone; develop in role, respect it
High performer
Big roles now; test potential with stretch
Underperformer
Act with dignity and pace
Effective specialist
Deepen craft; do not force the ladder
Trusted professional
Reward mastery without promotion pressure
Performance (sustained, evidenced) →
How to use it
The grid is only as good as its inputs: define potential behaviourally (learning agility, scope appetite, people followership), demand evidence for placements, and treat every box as a conversation starter, not a filing decision. Never let box labels leak as identities. These are labels for a conversation about support, never labels for a person. If a box name would embarrass you to say to the individual, do not use it. The real output is the actions list, reviewed next cycle for movement.
Card details
- Model type
- Grid
- Origin status
- Established
- Content last reviewed
- 28 July 2026
Origin
EstablishedAttributed to McKinsey work with General Electric, 1970s.