2019 9-Box Detail - Training

Engineered for Performance
2019 EnPro Performance/Potential Matrix (9-Box Grid)

February 2019
Performance Potential Matrix
● The PPM is used for managing human capital

● It’s an efficient way to find out who and where your high
potentials and high performers are
● Can aid in placing both short-term and long-term value on
and investment for employees
● Can be used for making job assignments and for making
“build or buy” decisions
● Well-tested and tried tool used for decades
● Used to select and nominate high potentials
Performance Defined
● Performance – long-term past performance, not just the last

year, but the ability to drive results over time.
Performance = Results + Behaviors
● Focus on employee’s sustained performance over the past

three to five years, not on one specific accomplishment or
performance period.
Potential Defined
● Potential – The ability of an individual to respond to

diverse, intense, varied, and adverse assignments;
demonstrate superior performance under first-time or
different, not repeat, conditions; eagerly learn new
competencies in order to perform; and learn to handle
different challenges in the future based on evidence that
they have done so in the past.
New to Organization: List names here
EnPro 9-Box
Hidden Gem Emerging Star Star
Has demonstrated potential but Consistently meets and exceeds Outstanding, clearest example
may have not had enough expectations. Knows the job of potential. Has the ability to
opportunities to demonstrate it,
High
or have been inconsistent over well and enhances skills as take on major stretch
time. appropriate. Has the ability to assignments in new areas. Will
take on new and different challenge the organization to
challenges on a consistent basis. provide growth opportunities
fast enough.
Inconsistent Performer Core Performer Adaptable High
Delivers results Consistently meets and exceeds Professional
inconsistently. Knows the expectations. Knows current Consistently produces
POTENTIAL
job, and may be a passive job well and enhances skills as exceptional results and high
learner. May adapt to new appropriate. Can adapt to new performance ratings. Knows
situations if necessary. situations as necessary. the job well and continuously
enhances skills. Adapts to new
situations as necessary.
Lower Performer Stable Professional High Professional
Not delivering on results as Consistently meets and may Consistently produces
expected. Does not adapt to exceed expectations. Knows exceptional results and high
change well and may be a current job well, narrow performance ratings. Knows
blocked personal learner. bandwidth of professional current job extremely well.
Low
Requires performance interests. May not effectively May not effectively adapt to
action. adapt to new situations. new situations.
Low PERFORMANCE High

EnPro 9-Box – Development Recommendations

High
Allow time to demonstrate sustained Primary opportunity is to enhance Build broader perspective and breadth
value in current role; over time move performance, build broader through varying assignments,
through various types of job
assignments to build breadth; expose perspective and breadth through businesses, geographies and leaders;
to a variety of people; assign to cross varying functions, geographies and expose to top leaders, board of
functional task forces; coach leaders; exposure to senior leaders; directors, and key customers; assign as
performance and reinforce learning assign to lead key task forces and lead to key enterprise-wide initiatives
agility. networks; maintain learning agility. or task forces; maintains learning
agility.
POTENTIAL
Inconsistent Performer Core Performer Adaptable High Professional

Determine cause of performance Clarify development focus Primary opportunity is to enhance
issues and select performance (performance or potential); assign leadership; look for one-off assignments
improvement plan. Performance to relevant task forces; expose to that target critical leadership
must improve. potential bosses, HR and local competencies; facilitate internal and
senior management; determine and external networking in areas of
develop learning agility. expertise; assign to lead key cross-
functional task forces; formally assess
learning agility to focus development.
Assess value to company; Continue to develop expertise; Develop deep functional expertise;
determine cause of performance assign to relevant task forces; assign to lead functional task forces;
issues and implement performance expose to local management and facility and support internal and
improvement plan. Performance functional experts; assess learning external networking and mentoring;
must improve in the very near agility to focus development. assess learning agility to focus
Low
term. development.

How to Facilitate a 9-Box Exercise
Instructions
● 3 point scale for each axis
3: Higher than all the others or highest

1: Lower than all the others or lowest
2: Somewhere in the middle between the two
● Relative assessment, not absolute

The Performance Potential Matrix
Long Term Performance

Across Challenges
Long Term Potential (LA)
High
4 7 9
2 5 8
Low 1 3 6
Low High
The Performance Potential Matrix
Step 1
Step 2
Source: The Leadership Machine

San Luis Potosí
● SLP Template
• From April 8 to April 20
High
Inconsistent Performer Core Performer Adaptable High Professional

POTENTIAL

Low

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Engineered for Performance

2019 EnPro Performance/Potential Matrix (9-Box Grid)

● The PPM is used for managing human capital

● Performance – long-term past performance, not just the last

● Focus on employee’s sustained performance over the past

● Potential – The ability of an individual to respond to

Low PERFORMANCE High

Hidden Gem Emerging Star Star

Inconsistent Performer Core Performer Adaptable High Professional

Low PERFORMANCE High

● 3 point scale for each axis

3: Higher than all the others or highest

● Relative assessment, not absolute

Long Term Performance

Source: The Leadership Machine

Hidden Gem Emerging Star Star

Inconsistent Performer Core Performer Adaptable High Professional

Lower Performer Stable Professional High Professional

Low PERFORMANCE High

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