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December 15, 2025
As organizations map out their 2026 talent strategies, the 9-Box Talent Matrix can serve as a practical tool for assessing team strengths and growth capacity.
Laying out performance and potential side by side can help clarify how a team is positioned now and how it might develop.
What is the 9-Box?
The 9-Box maps each team member across two dimensions:
- Performance – how well they deliver results
- Potential – their capacity to grow, take on more responsibility and lead in the future
Structured as a 3-x-3 grid, the 9-Box contains nine distinct categories formed by two axes: performance and potential, each progressing from low to high.
Each employee on your team fits somewhere in this matrix.
Rather than assigning fixed labels, the matrix is meant to highlight opportunities for targeted development and support.
Modern technology brings the 9-Box into ongoing talent conversations, providing leaders with a clear, visual understanding of team composition and the actions that can move the organization toward its goals.
Why it matters now
When preparing their 2026 Talent Plan, organizations are not only defining their vision and goals – they are shaping their future.
The 9-Box can help leaders answer the crucial leadership questions:
- Who are your high performers that you must retain?
- Who are your high potentials you need to develop?
- Where does each team member need coaching, clarity or challenge to move forward?
When used thoughtfully, the 9-Box can become a bridge between performance management and personal development.
It helps turn talent conversations from reactive – “How are they doing right now?” – to proactive – “How can we help them thrive next year and beyond?”
How to complete the 9-Box
First, compile the names of all team members.
Next, reflect on two essential questions for each individual:
How well are they performing today?
- Look at the facts – results, consistency, accountability and impact on the team
What is their potential to take on more?
- Consider their curiosity, adaptability, capacity and leadership mindset
Now, place them on the grid where those two assessments intersect.
- Top right (high performance/high potential): These are the future stars – high-impact players
- Top middle (high performance/moderate potential): The steady, reliable achievers
- Middle right (moderate performance/high potential): Emerging talent that needs nurturing, development and a path to high performance
- Bottom left (low performance/low potential): Likely not a fit for the long term for the business or for them
The key is to see patterns across the team – who is thriving, who’s plateaued and who’s waiting for you to unlock their next level.
The heart of the 9-Box: Potential vs. performance
Too often, leaders may focus only on performance, assuming the highest performer should automatically be the next in line for promotion.
But performance shows what someone is doing now, while potential shows what they could do next.
Some high performers may have reached their sweet spot – they’re incredible in their current roles but don’t necessarily want (or have the capability) to lead larger teams or take on more complex challenges.
That’s not a problem – it’s insight.
Leaders can retain them by making sure their work stays meaningful, rewarding and feeds their motivators.
Others may not yet be top performers currently but show high potential – they’re learning fast, showing curiosity and taking initiative.
These are the ones to invest in, develop career paths, enhance their skills, confidence and self-awareness to grow into future leaders.
Retaining high performers: Feed their motivators
Behavioral science tells us that people stay where they feel heard, valued and their motivators/drivers are being fed.
High performers often leave not because of pay or workload, but because they are not being developed/invested in and do not see a path for themselves in the company.
Once leaders identify their high performers in the 9-Box, it’s important to take time to understand what motivates them.
Do they crave advancement, learning, financial reward or impact?
Then, feed those motivators intentionally.
Retention isn’t luck – it’s leadership, and the 9-Box can help leaders do that deliberately.
Developing high potentials: Leverage strengths, build awareness
A company’s high-potential employees are its future competitive advantage.
They’re curious, adaptable and eager to grow – but potential without direction can burn out or drift.
This is where behavioral science becomes your ally.
Use tools that help uncover each person’s natural strengths, motivators and blind spots.
Development isn’t about fixing weaknesses – it’s about amplifying strengths and ensuring job fit and role clarity.
By combining the insights from the 9-Box with behavioral data, leaders can create personalized development plans that not only grow capability – they grow engagement.
Building a high-performance culture
The value of the 9-Box lies less in the grid itself and more in the dialogue it encourages.
It provides leaders and teams with a shared language for discussing growth, contribution and opportunity.
It shifts the culture from evaluation to empowerment.
Many organizations integrate the 9-Box into annual planning.
Through shared discussion of each team’s 9-Box, a cohesive organizational talent plan emerges and helps leaders build proficiency in managing and developing talent.
When organizations integrate the 9-Box into their regular talent planning rhythm, it can evolve from a simple tool into a guiding mindset.
A mindset where leaders think ahead about people, where team members feel their growth is intentional and where the organization continuously evolves toward its full potential.
The 9-Box isn’t about placing people into categories – it’s about revealing the full picture of a team’s potential, and when used thoughtfully, guided by behavioral science, businesses can build not just a stronger team, but a thriving culture.
As talent plans for 2026 take shape, the 9-Box can serve as a lens for clarity, supporting targeted development and helping leadership and teams achieve their full potential.
