viaPeople Insight - Performance Management & Succession Planning Blog

Increase Innovation and Growth through Succession Planning

Jun 3, 2011 8:09:00 AM / by Karen N. Caruso, Ph.D. posted in Succession Planning, High Potentials

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At a time when most organizations are straddling the line between recession and recovery, talent strategy is as important as ever. Much has been written in the last two years about how organizations should leverage succession planning to ensure successful emergence from these challenging economic times.

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Using 360 Degree Feedback & Workforce Analytics to "Clone" Top Talent

May 24, 2011 12:18:00 PM / by Amanda Seidler posted in 360 Degree Feedback, Talent Management, Workforce Analytics, High Potentials, Competency Models

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Ever wish you could clone your best and brightest? Until we figure out those messy scientific, legal and ethical issues, it’s probably best to use human capital intelligence instead.

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Power Saw or Utility Knife: What kind of tool is your 9 Box?

Apr 20, 2011 3:50:00 PM / by Karen N. Caruso, Ph.D. posted in Succession Planning, High Potentials, 9 Box

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Recent discussions with several senior HR leaders and consulting partners has caused me to have a bit of concern about the use of the 9 box in the talent review and succession planning process.  The 9 box can be a dynamic tool in driving the assessment and development of leaders.  However, many organizations are using it in limited ways. Think about your answer to these questions:
  • Is the 9 box chart in your company just a basic tool like the utility knife to help identify high potentials? or
  • Is the 9 box chart a power saw that helps your company cut through subjectivity and drive the development of future leaders?
The 9 box chart or talent grid is a commonly used tool for examining talent within the organization and making talent decisions.  The 9 box provides perspective or a way of looking at the relationship between the performance of individuals and their potential for the future.  The placement of individuals in the 9 box chart is determined by ratings of performance and potential – both based upon a 3 point scale (i.e., Low, Moderate, High).
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Using Development Goal Setting to drive performance.

Apr 1, 2011 2:02:00 PM / by Karen N. Caruso, Ph.D. posted in Succession Planning, Performance Management, Goal Setting, Talent Management, High Potentials

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Development planning is a powerful talent management tool  that is a critical part of both Performance Management and Succession Planning.  Development goals can be focused on enhancing skills and competencies related to one's current role, leveraging strengths, and/or developing new capabilities for future roles. An Indvidual Development Plan (IDP) can include any or all of the following types of development goals.

"Do Better" Goals - Do Better goals target skills and competencies that need to be improved to improve in one's current role.  Example Do Better goals include:

  • Become more effective at managing time
  • Improve public speaking skills
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