Every team faces the crisis of the leadership pipeline. This guide will show you how to execute a high-impact, strategic 9 box talent review for succession planning. We will explore how to bridge the gap between talent calibration and active pipeline management, ensuring your review process yields a tangible, visual roadmap for your company’s future leaders.
The sudden departure of a key leader shouldn’t feel like a localized earthquake that brings your entire workflow to a halt. If you’re tired of the “single point of failure” anxiety, this guide moves past dry theory to provide concrete succession planning examples and visual roadmaps that actually work for modern teams.
For many teams, the “panic-hire” reality is a result of scattered workflows and a lack of structural clarity. This guide explores the succession planning framework as the structural “bones” of your leadership strategy, comparing the big three succession planning models—Pipeline, Role-Critical, and Talent Pool—to find the one that “just works” for your organization.
Most HR leaders share a common frustration: having plenty of data on how employees are performing today, but zero clarity on who is actually ready to lead tomorrow. The 9 box grid solves this by mapping performance against potential. In this guide, we will break down exactly how this talent management tool works, define every category in the 9-box model, and provide a step-by-step framework to build your own succession planning roadmap.