B2P Consulting: 9 Blocker Grid™

Performance Potential Grid

[Illustration of Organisation Pyramid] Organisations want to identify the talent available in the system as early as they can so as to focus on these people to drive the growth of the organisation. CHR Global has devised a robust model thorugh which the organisation not only can identify the high performers but also identify the high potential people in the organisation.

We call it the 9 Blocker Grid™, as all the executives fall in one or the other blocks of the Grid.

How does CHR Global define performance and potential?

Performance: Achievement of set targets in a predefined time interval e.g. 12 months, 3 months, 6 months etc.
Potential: Readiness / Appropriateness / Suitability of an individual to take up higher responsibilities / to take up a position at the next level.

With these exact definitions, CHR Global identifies the high performers and high potential people for the client.

An example of a 9 Blocker Grid™ is given below:

Diamond in the Rough? - Loose cannon - Problem child	Future All Round Star	Consistent Star - Fully Developed - Excellent in role - Needs more Responsibility
Future Utility Player	Utility Player - Solid Citizen - Adequate in role	Utility Pro - Fully Competent in role - Still Developing - Nearly ready for more responsibility
Take Action Now - Not developing - Not competent - No Potential - In Wrong Job - Move out	Future Pro - Still developing - Not yet exceptional in role - Has potential to improve - Monitor development	Technical Pro - Fully competent in role - Reached their potential

The tool to assess the performance of the individual is the same as one described in S³ Matrix™. To assess the potential of an individual CHR Global uses a series of interventions which are adminsitered on people and their competency score is thus calculated.

Based on the competencies identified by the organisation, which is enabled by CHR Global, we then identify the various exercises that could be adminsitered on the executives to check their levels on such competencies. CHR Global has their own set of experts who do the assessment of client executives and a report is thus prepared along with their performance scores, coming out of the S³ Matrix™.

Organisations thrugh the use of 9 Blocker Grid™ model can realise the gaps that exist within the system in terms of competencies, and take corrective actions either by developing people on these competencies or by acquiring these talents from outside.

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