Question

Why do Companies use the 9 Block for succession planning purposes? examples would be appreciated

Answer 1

Here is why companies use the 9 blocks for succession planning purposes -

• It is helpful to evaluate & plot the company's talent pool based on performance and potential parameters.
• The horizontal axis measures the performance and vertical axis measured the potential.
• It is an extremely important process during the talent reviews & basis on the indemnification on the axis the leader can plan the development, coaching, training and performance improvement strategies.

Uses -

• It is very easy and convenient to use. It doesn't require much setup & leaders can compete for the entire exercise number of times.
• It is important to facilitate a conversation that are focused & is difficult to hold in other situations.
• It makes the entire succession planning process a priority for managers and leaders.
• 9 Box approach makes the process consistent as data is reliable.
• It is useful as the team members can be analysed in a fair manner & at one location.

Example -

Ray - Allen Inc. has been using the 9 box/block for the succession planning process. They identify high-performance members and make sure the professional and leadership development happens for them by using various ways to engage and grow their team members.

Apart from high performers the team also looks at solid & consistent performance and help them with training to further develop their potential.

Then comes the category of team members who are neither performing and also lack the potential to improve.

It helps the team tp plan the right fit for the firm.

Overall advantages -

• It helps to save time & the grid can allow to make note of important performance data of the team members.
• It helps to make discussion and collaboration more valued & meaningful.
• It helps to plan individual and the conversation that needs adjustment.
• It helps to plan leaders & members that can be promoted in the future.
• It also helps the organisation to know which members are holding back the organisation. The low performing and potential members can be evaluated and planned accordingly.
• It helps to assess the development and training needs of the members.
• It helps to understand whether reposition will help in certain cases & plan the right people for pipeline roles.

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