1. Talent mapping (for startups of 40+ people)

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• Once you begin to have teams – you need to have a “visual” evaluation tool of your
population & calibrate across teams/groups
• Start with a simple exercise to map all employees by each VP using a simple tool
• Allows for easy assessment of employees on two main aspects — performance and
potential
• Enables evaluation/qualification of new recruits
• Can provide a framework for debate among exec team – calibration challenge
• Creates a shared sense of ownership for whole talent pool
• Lead to identification of employees to:
• be invested in for development opportunities, retention plans etc..
• be actively performance managed or exited from organisation
• 2 examples :
• 9 box grid
• 4 box grid
Talent mapping
2

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9 Grid
Low performance Effective performance High performance
Low potential
Medium potential
High potential

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9 box grid

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4 box grid

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Option 2 - 4 types of talent groups
“Talent Risk”
• Below Performance Expectations
• Lacks competence in current role, limited future potential
“Cruisers”
• Meets Performance Expectations
• Credible and capable, may lack future potential
“Mavericks”
• Demonstrates Significant Future Potential
• Impactful & driven, may need to improve current performance
“A Players”
• Exceeds Performance Expectations and Demonstrates Significant Future Potential
• Highly competent in current role, high potential