Performance + Potential

John Belchamber signs a post in invokeresults, the blog linked to his consultancy firm for SME’s, were he explains the difference between :


Performance ( is happening now or has happened – measured via your KPIs) and
Potential ( is a thing that will happen in the future – measured with tools such as DISC & Aptitude Assessments )

The matrix is reduced to four options, making more simple to align both characteristics and, thus, being able to make the best choice for the developement of the employees

It is very important to follow his recommendation, that I transcribe directly:

Thinking about how your people fit into the Performance Vs. Potential Matrix, ask yourself the following questions:


• Do I know where my people fit in the Performance Vs. Potential Matrix?


• Do I have the right people, in the right places, performing the right tasks?


• What’s stopping me doing something about this?


I would like to pay special attention to the last one which, once is solved, will trigger action to develope the other two.

From the position of Managers we must reject the options of doing nothing, expecting for a change, or moving the employee to a new position, or assigning some tasks to others because, in fact, this are not even options, are simply ways of delaying the only possible management action: work actively to move up or to move out the low performer.

Execution is a main part of the manager's role