Nine Box Grid – organizational development models – 3×3 grids
9 box management models
Nine box grid models are used to help plot or show performance based on two factors. The grid or nine boxes are used to define behavior or performance. there are many variants, what is important is not to find the “perfect” model – but the best fit for your goals and current/ desired culture.
Scroll down for nine box grids used in talent management.
An example of a nine box grid:
Another example of a nine box grid is the ‘developing consulting skills’ model. On this the two axes are Independence and Understanding. Individuals or teams may be ‘plotted’ on the grid based on their skill or ability. This nine box grid is useful for showing strengths and weaknesses as well as development needs.
Often 9 box grids are used for talent mapping inside organizations, where the scales are high, average and low are used for potential in areas such as leadership, vision.
Scales used on 9 box grids for talent management
There are a range of scales/ factors used on these grids including:
Behavior & Performance -v- Potential
Potential -v- Performance
Often the following are used as the descriptors:
Partially – Meets – Exceeds
Limited/no growth – Potential – Seeks new challenges
In the world of marketing, many use an expanded version of the Ansoff matrix and convert it to a 9 box grid. They will often add the following as a central box:
- Modified – between new and existing products
Expanded – between new and existing markets
To find out more about the Ansoff matrix see our page on this useful model.