The result is a 3 x 3 Matrix with 9 possible Profiles:
The 9-Box Performance Grid is a tool that helps companies evaluate their employees and which Position and Career path best suits them.
Each unit square of a 3-by-3 unit-square grid is to be colored either blue or red. For each square, either color is equally likely to be used. The probability of obtaining a grid that does not have a 2-by-2 red square is , where and are relatively prime positive integers. Find .
We can use complementary counting, counting all of the colorings that have at least one red square. There are four squares to choose which one will be red. Then there are ways to color the rest of the squares. There are two cases: those with two red squares on one side and those without red squares on one side.
Therefore, the probability of obtaining a grid that does not have a red square is , and .
Once employees have been categorized into the nine boxes, leaders can create individualized development plans for each person based on their respective category. In general, you want to invest the most time, effort, and resources in high performers who have high potential and the least in low performers who have low potential. 2 On the matrix, investment efforts should increase as you move further right and upwards and decrease as you move further left and downwards.
One challenge with the 9-box grid comes from categorizing individuals as low, moderate, or high on performance and potential. This can be problematic as the difference between each category may be arbitrary, making it unclear what distinguishes low from moderate and moderate from high. As such, it is important to clearly define the behaviors and/or competencies associated with each category to increase the validity of these judgements. 3 Even so, issues can still arise when evaluating individuals across multiple positions or areas of the organization, as critical behaviors and competencies may vary based on a specific position, team, or department. 4
The 9-box grid is a common approach to categorizing talent that is intended to help organizations not only understand the kind of talent they have within their organization, but to also help determine where to focus their development efforts and budget. 1 Though anyone can use the 9-box grid, it is typically used by HR personnel, leaders, and other development professionals. In addition to being used for talent management, the 9-box grid is often used as part of a succession planning process. However, a robust and actionable succession plan goes beyond identifying talent in an organization, and as such, using the 9-box grid approach alone would not result in a comprehensive succession plan.
Of course, if you can use any of them as much or as little as you like, the simplest answer has each row and column add up to 3 and consists of 1’s in all 9 positions.
The sum of any magic square can be computed by the size of the square cubed plus the size of the square all divided by two. A 3x3 square would be 3 cubed plus 3 divided by 2 or 15, 5x5 would be 5 cubed plus 5 divided by 2 or 65. This works for any odd number magic square.
In general counting Latin squares is a very tricky problem, in fact the OEIS link states that it is a “hard” problem. Essentially this means that as the dimension n of the square increases we cannot simply extend existing method we have for smaller n, so a general formula is currently not known.
Each unit square is painted either white or black with each color being equally likely, chosen independently and at random. The square is then rotated clockwise about its center, and every white square in a position formerly occupied by a black square is painted black. The colors of all other squares are left unchanged.
As such, squares directly across from each other must be black in the edge squares. Since there are configurations for this to be possible (top and bottom, right and left), this is a chance of
The performance and potential matrix, commonly referred to as “the nine box”, is a simple yet effective tool used to assess talent in organizations.
Dr. Assi, indeed 9 Blocker is simple and yet effective tool. Do you think the specific block where an employee has been mapped, should be shared with the Employee (on completion of mapping & calibration sessions) ?