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A 9 box talent review can help an executive team build a shared view of talent, clarify development priorities, and identify succession and retention risks. The quality of the discussion matters more than filling every square.
Use this free 9 box template to structure a practical talent review with your leadership team. It gives you a clear starting point for discussing current performance and future potential, comparing perspectives, and translating the conversation into action.
Agree on the definitions of performance and potential before discussing individual employees.
Ask leaders to prepare evidence rather than relying on reputation, visibility, or a single recent event.
Calibrate placements as a leadership team. Differences in perspective often reveal the most important questions.
Convert each placement into a specific action. That might include development, broader scope, succession exposure, a retention conversation, clearer performance expectations, or a role change.
Revisit the discussion regularly. A 9 box placement is a current assessment, not a permanent label.
Avoid treating potential as personality or polish. Separate current performance from readiness for a larger or more complex role. Make space for disagreement, especially when ratings vary by manager. Complete the review by assigning owners and dates to the actions that follow.
The template creates value when it improves talent decisions. A completed grid without follow through is simply a picture.
Looking for more practical support as you lead higher stakes people decisions? Learn about People Leader Accelerator, a 16 week HR leadership development program for senior People leaders.
A 9 box talent review can help an executive team build a shared view of talent, clarify development priorities, and identify succession and retention risks. The quality of the discussion matters more than filling every square.
Use this free 9 box template to structure a practical talent review with your leadership team. It gives you a clear starting point for discussing current performance and future potential, comparing perspectives, and translating the conversation into action.
Agree on the definitions of performance and potential before discussing individual employees.
Ask leaders to prepare evidence rather than relying on reputation, visibility, or a single recent event.
Calibrate placements as a leadership team. Differences in perspective often reveal the most important questions.
Convert each placement into a specific action. That might include development, broader scope, succession exposure, a retention conversation, clearer performance expectations, or a role change.
Revisit the discussion regularly. A 9 box placement is a current assessment, not a permanent label.
Avoid treating potential as personality or polish. Separate current performance from readiness for a larger or more complex role. Make space for disagreement, especially when ratings vary by manager. Complete the review by assigning owners and dates to the actions that follow.
The template creates value when it improves talent decisions. A completed grid without follow through is simply a picture.
Looking for more practical support as you lead higher stakes people decisions? Learn about People Leader Accelerator, a 16 week HR leadership development program for senior People leaders.