Three categories of potentials
- Turn potential: Able to do the work at the next level in three to five years or sooner (usually for tech this should be 1-3 years)
- Growth potential: Able to do the bigger jobs at the same level in the near term
- Mastery potential: Able to do the same kind of jobs currently being done, only better
- Operating results (cost, profit)
- Customer results (acquisition, retention, penetration, satisfaction)
- Leadership results (setting direction, communicating, developing people, setting standards)
- Management results (control, quality, timeliness)
- Relationships (working relationships, team play, internal and external, business and government)
- Social responsibility (doing right by the community, governments and environment)
- Individual technical competence (those parts of work only you should do)
- Exceptional performance: Constant exceeding
- Full performance: Constantly meet
- Not yet full performance: Below standard
performance four steps progress
Full performance transitions
Leadership development matrix
- Legend
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Dark green: Super star. The last person to let go
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Light green: Valuable resource. Either showing high potential or exceptional performance
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Light Sky Blue: Key stone. Main contributors of the org/team and need to be recognized and appreciated
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Yellow: A question mark. Need attention on either performance and/or potential. If people leaving, it’s okay
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Red: An exclamation mark. Need extra attention from manager and need to improve immediately. Otherwise, need to let go or be demoted
The leadership development matrix
- Transitions among different boxes
Transitions among boxes