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.

EnPro 9-Box
Hidden Gem
Has demonstrated potential but
may have not had enough
opportunities to demonstrate it,
High
or have been inconsistent over
time.
Inconsistent Performer
Delivers results
inconsistently. Knows the
POTENTIAL
job, and may be a passive
learner. May adapt to new
situations if necessary.
Lower Performer
Not delivering on results as
expected. Does not adapt to
change well and may be a
blocked personal learner.
Low
Requires performance
action.
Low
New to Organization:
Emerging Star
Consistently meets and exceeds
expectations. Knows the job
well and enhances skills as
appropriate. Has the ability to
take on new and different
challenges on a consistent basis.
Core Performer
Consistently meets and exceeds
expectations. Knows current
job well and enhances skills as
appropriate. Can adapt to new
situations as necessary.
Stable Professional
Consistently meets and may
exceed expectations. Knows
current job well, narrow
bandwidth of professional
interests. May not effectively
adapt to new situations.
PERFORMANCE
List names here
Star
Outstanding, clearest example
of potential. Has the ability to
take on major stretch
assignments in new areas. Will
challenge the organization to
provide growth opportunities
fast enough.
Adaptable High
Professional
Consistently produces
exceptional results and high
performance ratings. Knows
the job well and continuously
enhances skills. Adapts to new
situations as necessary.
High Professional
Consistently produces
exceptional results and high
performance ratings. Knows
current job extremely well.
May not effectively adapt to
new situations.
High
 EnPro 9-Box – Development Recommendations
Hidden Gem
High
Allow time to demonstrate sustained
value in current role; over time move
through various types of job
assignments to build breadth; expose
to a variety of people; assign to cross
functional task forces; coach
performance and reinforce learning
agility.
POTENTIAL
Inconsistent Performer
Determine cause of performance
issues and select performance
improvement plan. Performance
must improve.
Lower Performer
Assess value to company;
determine cause of performance
issues and implement performance
improvement plan. Performance
must improve in the very near
Low
term.
Low
Emerging Star
Primary opportunity is to enhance
performance, build broader
perspective and breadth through
varying functions, geographies and
leaders; exposure to senior leaders;
assign to lead key task forces and
networks; maintain learning agility.
Core Performer
Clarify development focus
(performance or potential); assign
to relevant task forces; expose to
potential bosses, HR and local
senior management; determine and
develop learning agility.
Stable Professional
Continue to develop expertise;
assign to relevant task forces;
expose to local management and
functional experts; assess learning
agility to focus development.
PERFORMANCE
Star
Build broader perspective and breadth
through varying assignments,
businesses, geographies and leaders;
expose to top leaders, board of
directors, and key customers; assign as
lead to key enterprise-wide initiatives
or task forces; maintains learning
agility.
Adaptable High Professional
Primary opportunity is to enhance
leadership; look for one-off assignments
that target critical leadership
competencies; facilitate internal and
external networking in areas of
expertise; assign to lead key cross-
functional task forces; formally assess
learning agility to focus development.
High Professional
Develop deep functional expertise;
assign to lead functional task forces;
facility and support internal and
external networking and mentoring;
assess learning agility to focus
development.
High
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

Hidden Gem Emerging Star Star

Inconsistent Performer Core Performer Adaptable High Professional

POTENTIAL

Lower Performer Stable Professional High Professional

Low

Low PERFORMANCE High