Editorial summary. This is our text summary of an article published by leapsome. Charts, figures, and the author’s full voice are at the original — read it there .
Editorial verdict
Vendor-driven practitioner guide. The 9-Box Grid content is accurate and reasonably structured, but the article functions primarily as a Leapsome product marketing piece — treat the framework guidance as useful context, not independent advice.
Executive summary
This article, published by Leapsome, addresses the challenge HR professionals face in making structured, fair, and evidence-based talent decisions amid budget constraints and incomplete data. The author's central argument is that the 9-Box Grid — a performance-potential matrix originating from McKinsey in the 1970s — remains a reliable succession planning tool when implemented with disciplined calibration and data-backed processes. The article outlines a four-step implementation process: defining performance and potential scales, plotting employees, and interpreting placements. It provides role-specific use cases across departments including Engineering, Marketing, HR, Finance, IT, and Legal. Key evidence is largely illustrative rather than empirical, drawing on a quote from a Leapsome internal HR manager and referencing Leapsome's 2024 Workforce Trends Report, which states 50% of HR leaders face budget cuts. The article also catalogues common pitfalls such as subjectivity bias, failure to follow up with development plans, and permanent labelling of employees. Conclusions centre on integrating the 9-Box Grid with Leapsome's product suite to improve succession planning outcomes.
Key insights
- 1The 9-Box Grid assesses employees on two axes — current performance and future growth potential — producing nine distinct placement categories that inform succession planning and development decisions.
- 2Subjectivity bias, particularly on the 'potential' axis, is identified as a persistent risk, with managers unconsciously favouring employees who mirror their own skillset or fit stereotypical leadership profiles.
- 3The tool's effectiveness is described as contingent on follow-up action: without linked development plans, career pathing, or performance improvement plans, the grid functions as a ranking exercise rather than a strategic instrument.
Practical takeaways
- Calibration sessions gain accuracy when supported by quantitative performance data — such as review cycle analytics and feedback trends — rather than relying on qualitative impressions alone.
- Timing calibration sessions away from high-pressure periods (e.g., end-of-year financial closing or peak holiday seasons) is presented as a practical factor in improving session engagement and output quality.
Frameworks mentioned
9-Box Grid
A 3x3 performance-potential matrix used in succession planning to categorise employees across nine combinations of low, medium, and high performance and potential ratings, originally launched by McKinsey in the 1970s.
References
- Leapsome (2024).Workforce Trends Report.
Source & Provenance
leapsome
Not specified
March 25, 2026
Practitioner Guide
Global
Original source metadata is preserved. AI analysis is generated separately.
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