After the 9-box grid assessment, the selection process typically follows a structured approach to identify and develop high-potential employees for key roles within the organization. Here’s a general outline of the process:

1. Review 9-Box Placement

• HR and Management Review: HR and leadership teams review the employees' placement in the 9-box grid. Employees in higher potential and performance boxes (e.g., Box 9) are flagged for further consideration, while those in lower boxes might be placed on performance improvement plans.
• Performance and Potential Insights: The employee’s performance and potential scores, along with other profile details, are analyzed to determine suitability for development.

2. Candidate Profile Evaluation

• Review Candidate Details: HR and leadership teams assess the detailed profile of each candidate, including their competencies, work history, education, certifications, and acting or leadership experience. This step helps in evaluating readiness for future roles.
• Skills and Gaps Analysis: Identifying any gaps in skills or competencies that need development for future leadership roles is critical here.

3. Assessment for Leadership or Critical Roles

• Job Matching: Based on the candidate’s qualifications, competencies, and 9-box placement, HR matches candidates to potential leadership or critical roles within the organization.
• Further Assessments: Candidates may undergo additional assessments, such as behavioral interviews, psychometric testing, or leadership development exercises, to gauge their suitability for higher roles.

4. Development Planning

• Create Leadership Development Plans (LDPs): For high-potential candidates, HR and managers create personalized development plans. These could include training, stretch assignments, mentoring, or coaching designed to prepare the candidate for future leadership roles.
• Timeline for Development: Set specific timelines and milestones for the candidate's progress towards readiness for a key position.

5. Succession Planning

• Identify Successors for Critical Roles: HR and executive leadership use the results of the 9-box and subsequent assessments to finalize a succession plan, identifying candidates to fill critical roles when they become available.
• Monitoring and Adjusting: The succession plan is continually monitored, with regular updates as candidates grow and develop.

This selection process ensures that the organization is prepared with a strong pipeline of qualified candidates ready to step into leadership roles as needed.