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AIESEC for Colombia

Talent Mapping with

9BOX
Content
1. About 9Box
2. Key Concepts
3. Measurement
4. The results.
5. How can we take decisions?
6. How to use the tool?

AIESEC for Colombia


About 9Box

AIESEC for Colombia


● It’s a free tool
What is 9Box?
● Used in succession planning and
leadership development.
● Valuable tool for anyone who
works in TM.
● Useful for Team Leaders as a
way to assess and differentiate a
team or organization.
● It is usually used to assess
individuals on two dimensions:
their past performance and
their future potential.
Source

AIESEC for Colombia


Why 9Box?
Standards Dialogue
Nine-Boxing leads your Utilizing the process can form the
organizational decision makers basis for a dialogue in your
toward developing clear and organization about how talent is
consistent standards for defining assessed, measured and
performance and potential. developed

Structure Culture
The tool helps provide a structured You can use Nine-Boxing as a way
way to think about where your of reinforcing cultural values
talent fits within the context of surrounding talent management,
your organizational culture teamwork and collaboration
Source

AIESEC for Colombia


9Box in the AIESEC Context
Talent Mapping Individual Development
What is the status of my How can catalyze a member
members? and how do I development in terms of
profile them? potential and performance?

R&R Leadership pipeline


How can recognize the Who are going to be the next
individual development of a TLs, VPs and how to prepare
member in @ them?
Allocation
Which department would catalyze in a
better way the member development?

AIESEC for Colombia


Key Concepts

AIESEC for Colombia


Potential
Potential is the member's quality in which you can
prove the ability of combine the basic knowledge
and skills acquired, creating a career that help
him/her to organize the responsibilities in a current
role towards roles in which he or she is envisioned.
In addition to this potential is about commitment to
keep working in the organization.

Source

AIESEC for Colombia


Performance
It is the capacity to act according to the
achievement of results establishing realistic goals
that allows to provide solutions to specific
problems not only in their area but also the local
committee managing the resources properly and
evidencing to high compliance in the planned
goals vs executed.

Source

AIESEC for Colombia


Measurement

AIESEC for Colombia


What does the
potential measure?

AIESEC for Colombia


Potential measurement
Ability Aspiration Engagement
Combination of innate The desire for the Emotional and
characteristics and responsibilities, rational
learned skills challenges and commitment,
rewards entailed by discretionary effort
more senior roles and intent to stay.

Source

AIESEC for Colombia


Potential Questions
1. Do you consider that this member could get to acquire greater responsibilities in
the next Q?
2. Others see him/her as a clever and cunning person.
3. "You see this member assuming roles: TMs: 2 higher positions in a year? TLs: 1
higher position in a year?"
4. Does the member demonstrate ability and comfort when interacting with EB,
people from different areas and the local committee?
5. Does the member think from a wider perspective than the local committee? (The
member is propositive and proposes solutions to the other areas)
6. Do you think that if the member learns about more tools and gains additional
skills, he or she will perform at a different level?
7. He or she makes decisions/takes actions that are in the best interest of LC

AIESEC for Colombia


Potential Questions
8. He or she is motivated to succeed; accepts new challenges and responsibilities
when assigned.
9. Demonstrates the ability to earn the trust of others in all levels of LC
10. Learns and adapts quickly; applies skills and lessons learned to challenging
situations?
11. Effectively applies emotional intelligence (self awareness, self management,
social awareness, and social skills) to achieve results.
12. He or she has a continuous and autonomous learning
13. He has dared to assume new leadership roles (such as TL and OC, etc.) during
his term in the entity
14. He or she works not only when the leader asks for it
15. He or she understands and lives the AIESEC values
16. Understands the organizational needs and participates in LC acitivities

AIESEC for Colombia


Potential: Questions classification
Ability Aspiration Engagement
Questions 2, 5, 6, 7, Questions 1,2,8,13. Questions 4, 9, 15,

10,11,12,14. 16.

AIESEC for Colombia


What does the
performance measure?

AIESEC for Colombia


Performance measurement
Achievement Orientation Initiative
It is the ability to direct the It is the ability to take
actions to the achievement of actions, create opportunities
the expected objectives, acting and improve results.
with speed, sense of urgency
before important decisions in
order to overcome the
proposed objectives.

Source

AIESEC for Colombia


Performance Questions
1. He/She exceeds goals and expectations for his/her current position.
2. He/She recognizes solutions and acts effectively according to it to improve a
result
3. He/She understands his/her project tasks
4. He/She identifies and implements creative solutions
5. He o she has aligned goals with the team goals
6. He attends team meetings.
7. He/ She creates changes by improving results
8. He/She Makes decisions in crisis times
9. He/ She works on its own initiative in projects that create solutions and avoids
problems
10. He/She works positively despite uncertainty

AIESEC for Colombia


Performance:Questions
Classification
Achievement Orientation Initiative
Questions 1, 3 , 5, 6, 8. Questions 2, 4 , 7, 9 , 10.

AIESEC for Colombia


How do we measure it
in the tool?

AIESEC for Colombia


There are two options to measure it according to the question:

Option 1
First you can answer yes or not, 1 means absolutely not and 10
means absolutely yes.

Absolutely Absolutely
NOT 1 10 YES

AIESEC for Colombia


Option 2
Second depending on the level in which the membership is located.
You can use the follow SCORE:

Low 1-4 Medium 5-7 High 8-10


1. Never 5. Sometimes 8. Usually
2.Hardly ever 6.Frequently 9.Almost always
3.Rarely 7. Generally 10. Always
4. Not very often

NEVER ALWAYS
1 10

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The results

AIESEC for Colombia


Potential Example
Christine Paul

Tamara Michelle
70%
Sophia
Daniel
Jhon

40%
Thomas
Steve

Marc

40% 70%
Performance

AIESEC for Colombia


Potential

1C 1B 1A
Rough Diamond Future Star Consistent Star
70%

2C 2B 2A
Inconsistent Player Key Player Current Star
40%

3C 3B 3A
Talent Risk Solid Professional High Professional
40% 70%
Performance
Source

AIESEC for Colombia


Understanding
each profile

AIESEC for Colombia


How do I know?
1A
Consistent Star ● Consistently performs above and beyond
HIgh Performance & the current scope of his/her job; excels
High Potential when given additional assignments
● Consistently integrates behaviors
associated with AIESEC’s values;
Definition demonstrates behaviors associated with
● Individual is developing faster than the AIESEC’s core competencies
demands of his/her current position ● Consistently seeks new opportunities for
and/or division. learning, leadership development, and
● Individual has been given additional advanced experience
assignments and has demonstrated ● Independently researches solutions to
high-level commitment/achieved problems and makes recommendations
significant results. for improvement toward organizational
● Individual is ready to broaden his/her excellence
skill set and take on significantly ● Demonstrates systems thinking and
greater scope and responsibility. agency impact
● Places AIESEC’s success above personal
achievement
Source

AIESEC for Colombia


2A
Current Star
HIgh Performance & How do I know?
Moderate Potential ● Performing above expectations; however,
manager is not certain about his/her
capability to handle increased scope and
complexity
Definition ● Demonstrated capability to take on more
● Individual performs well in his/her work or additional projects; willingly
current job, makes valuable accepts new assignments of increasing
contributions and consistently difficulty level
demonstrates competencies required. ● Seeks opportunities to improve both self
● May be ready to take on greater scope and organization
and responsibility in the next 12 ● Shows understanding of organizational
months. mission, values, and core competencies
through demonstrated behaviors; seeks to
integrate them into daily work.

Source

AIESEC for Colombia


High Professional
HIgh Performance & How do I know?
3A Low Potential
● Performing at or above expectations
● Has not outgrown his/her current job
and has growth opportunities within
Definition his/her role
● Individual is performing well in his/her ● Seasoned professional with technical
current job but needs to continue skills who does not currently exhibit
development in current role, or may capacity/desire for continued
have valuable technical skills but has leadership development
not exhibited leadership potential. ● Understands that organizational
● Individual has not demonstrated mission, values, and core competencies
willingness to take on significantly are important but is still inconsistent in
greater scope and responsibility in the demonstration of behaviors and
next 12 months. integration into daily work.

Source

AIESEC for Colombia


1B
Future Star
Moderate Performance &
High Potential

Definition How do I know?


● Individual is contributing as expected ● Solid performer; meets expectations
and is meeting performance ● A valued contributor to the team
expectations. Individual may be ready ● Demonstrates capacity for advancement
to take on greater technical and/or ● Frequently demonstrates behaviors
leadership responsibility in the next associated with AIESEC’s values and core
12-24 months.. competencies
● Frequently seeks out new tasks, projects
and other opportunities for growth

Source

AIESEC for Colombia


2B
Key Player
Moderate Performance &
Moderate Potential

Definition How do I know?


● Individual is currently meeting ● Individual is currently meeting
expectations but may not be willing or expectations; Solid, consistent technical
able to advance; may not be ready to performance
absorb additional scope or complexity ● May lack demonstrated strategic thinking
in the next 12-24 months. or relationship skills, may need additional
time in current role
● Minimally expresses interest in expanded
opportunities
● Demonstrated behaviors associated with
AIESEC’s values and core competencies
are not consistent

Source

AIESEC for Colombia


Solid Professional
Moderate Performance &
3B Low Potential

Definition How do I know?


● Individual is currently meeting the ● Currently meeting expectations; steady,
expectations of his/her role. Individual dependable
is not prepared to absorb additional ● Currently performing up to his/her
scope or complexity in the next 12-24 potential
months. ● If current role changed or expanded in
scope, responsibilities may exceed this
individual’s capability at this time
● Demonstrated behaviors associated with
AIESEC’s values and core competencies
are not consistent
● Does not exhibit interest in additional
responsibility or leadership role
Source

AIESEC for Colombia


1C
Rough Diamond
Low Performance &
High Potential

Definition How do I know?


● Individual is not meeting the ● Does not consistently perform to technical
requirements in his/her current role. It expectations
is possible that individual could be ● Beginning to demonstrate understanding
more successful in the current role with of how the organization operates
more direction or in another role or ● Seeks opportunities for improvement
division that more appropriately suits ● May be new in role or new to organization
his/her skill set.

Source

AIESEC for Colombia


2C
Inconsistent Player
Low Performance &
Moderate Potential

Definition How do I know?


● Individual has not been in the position ● Less than 6 months in position
long enough to adequately ● Longer term employee who has not
demonstrate his/her technical abilities, progressed or adapted to changes within
or may have lost pace with changes in the organization
the organization. ● Demonstrates understanding of how the
division operates

Source

AIESEC for Colombia


Talent Risk
Low Performance &
2C Low Potential

Definition How do I know?


● Individual is not meeting performance ● Consistently underperforms in his/her role
expectations and there is still more to ● Having trouble keeping up with the
learn in the current position. demands of the current role
● There are questions about his/her ● Infrequently demonstrates the behaviors
ability to succeed in the current role of AIESEC’s values and core
long-term competencies
● Unwilling to take on additional
responsibility.

Source

AIESEC for Colombia


How can we
take decisions?

AIESEC for Colombia


Individual
Action Plans

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1A
Consistent Star
HIgh Performance &
High Potential

What can I do? ● Help them build cross-functional


● Stretch assignments, things they don’t
already know how to do, assignments relationships with other A-players
that take them beyond their current ● Find them a mentor – at least one level up.
role; high profile, where stakes are high Provide an internal or external coach
● Give them a “start-up” assignment, and/or access to exclusive training
something no one has done, a new opportunities
product, process, territory, etc. ● Access to meetings, committees, etc. one
● Give them a “fix-it” assignment, a level up; exposure to senior managers,
chance to step in and solve a problem VPs; advisory Councils, Board of Directors
or repair someone else’s mess ● Watch out for signs of burnout
● Job change, rotations, job swaps; an ● Watch for signs of retention risks; know
opportunity to experience a brand new how to “save” a hi-po (high potential)
role, short or long term ● Next level up exposure, responsibilities,
shadowing
Source

AIESEC for Colombia


2A
Current Star
HIgh Performance &
Moderate Potential

What can I do?


● Development activities similar to 1A
● Difference is often degree of
“readiness” for larger roles.
Development is preparation for longer
term opportunities
● Continue to assess for potential

Source

AIESEC for Colombia


High Professional
HIgh Performance &
3A Low Potential

What can I do?


● Ask what motivates them and how ● Watch for signs of retention risks; know
they want to develop how to “save” a “hi-pro” (high professional)
● Provide recognition, praise, and ● Ask them to mentor, teach, and coach
rewards others
● Provide opportunities to develop in ● Allow them to share what they know,
current role, to grow deeper and presentations at company meetings,
broader capabilities and knowledge external conferences, to be “the highly
● Provide honest feedback about their valued expert”
opportunities for advancement if
asked

Source

AIESEC for Colombia


1B
Future Star
Moderate Performance &
High Potential

What can I do?


● Development activities similar to 1A
● Difference is current performance level
● Focus more on competency gaps that
will move them from B to A
performance; good to great
performance
● Provide candid feedback and express
your confidence

Source

AIESEC for Colombia


2B
Key Player
Moderate Performance &
Moderate Potential

What can I do?


● May not be eager or able to advance; ● Provide coaching and training
don’t push them, allow them to stay ● Help them move from “good to great”
where they are ● Tell them they are valued
● Continuously check-in regarding ● Listen to their ideas
willingness to advance, relocate ● Praise their accomplishments
● Provide occasional opportunities to ● Trust them
“test” them
● Provide stretch assignments

Source

AIESEC for Colombia


Solid Professional
Moderate Performance &
3B Low Potential

What can I do?


● Combination of performance
management, training, and coaching
to help them move from okay to good
● Provide honest feedback about their
opportunities for advancement if
asked

Source

AIESEC for Colombia


1C
Rough Diamond
Low Performance &
High Potential

What can I do?


● Find out the root cause of poor ● Look for ways to “attach” to 1As, 1Bs, or
performance and together develop an 2As
action plan to improve ● After a reasonable period of time, if
● Consider moving the high potential to a performance does not improve, then
different role (may have been a poor fit) re-examine your potential assessment
● Provide additional support, resources

Source

AIESEC for Colombia


2C
Inconsistent Player
Low Performance &
Moderate Potential

What can I do?


● Focus is on onboarding, orientation,
relationship building
● Provide a peer mentor
● Provide formal new leader training

Source

AIESEC for Colombia


Talent Risk
Low Performance &
2C Low Potential

What can I do?


● Use a performance management ● Be explicit about the ways in which they
approach, not a developmental must improve
approach ● Provide remedial coaching and feedback
● Improvement action plan vs. an IDP ● After trying all of the above, after a
● Clarify expectations reasonable amount of time, move the
● Identify and remove blockers, poor person out of the role. Dismiss or move to
performers that are standing in the individual contributor role
way of high potentials
● Provide clearly defined goals

Source

AIESEC for Colombia


Teams & Entity
Action Plans

AIESEC for Colombia


Pattern Processes to review
● IDP
● Career plan
● Personal Development Tracking

● LEC
● Allocation
● Individual Performance Tracking

● How can I prepare them for a next


leadership role?

Source

AIESEC for Colombia


How do we
use the tool?
AIESEC for Colombia
1
2

1. Go to Members list sheet


2. Put the complete names of all the members and choose the area for each
one. Use only the indicated columns

AIESEC for Colombia


2
2

1. Go to Performance sheet. All the members automatically appear in the sheet.


For each member: (e.g. Jimena Bernal)
2. Read the question on the top (e.g. He/She____ exceeds...)
3. Read the rating standard (e.g. Score: Never=1…..Always=10)
4. Rate the member (e.g. 8)

AIESEC for Colombia


3
2

1. Go to Potential sheet. All the members automatically appear in the sheet.


For each member: (e.g. Jimena Bernal)
2. Read the question on the top (e.g. Do you consider...)
3. Read the rating standard (e.g. Score: Absolutely NO=1…..Absolutely YES=10)
4. Rate the member (e.g. 10)

AIESEC for Colombia


4 2

1. Go to 9Box data sheet


2. You can filter by LC or an specific area in order to see the General 9Box
3. You can see all the members, what is her/his position in 9Box and the kind
of profile.

AIESEC for Colombia


5

1. Go to LC Chart sheet. You can see the overview of your entity. Remember
Low [1-4], Medium [5-7], High [8-10]
2. Each area has a different color
3. If you click any circle, you’ll se the 9Box Profile, Person name, Scores and
area

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6
2

1. Go to Data.Area sheet. You can filter by area to obtain a more specific


chart.
2. In the “Area” cell, filter by any area

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7 3

1. Go to Chart by area sheet. You can see the overview of the area.
Remember Low [1-4], Medium [5-7], High [8-10]
2. Each member has a different color
3. If you click any circle, you’ll se the 9Box Profile, Scores and complete
name

AIESEC for Colombia


See the entire example
Click here!

AIESEC for Colombia


AIESEC for Colombia

Sergio Sierra Sebastian Otálora Alejandra Mejía


MCVP TXP 1617 NST People Analytics NST Coach
AIESEC for Colombia

9Box