L9-top 5 Flashcards
(5 cards)
- What is the ADE Model and how is it used to identify potential in employees?
A: The ADE Model defines potential based on three elements:
Ability: Agility to learn and build relationships.
Drive: Energy and motivation to have an impact.
Engagement: Deep personal commitment and alignment with company values.
It helps assess if an employee is ready to grow into higher-level roles and is used in Organisational Talent Review (OTR) processes.
- Q: What is the 9-box Performance-Potential Matrix and how is it used?
A: It is a visual tool used to map employees across two axes:
Performance (Poor → Outstanding)
Potential (Limited → High)
It guides talent conversations, career planning, and succession decisions. Categories include: High Performer–High Potential, Moderate Performer–High Potential, Technical Expert, etc.
- Q: How can managers and HRBPs work together in identifying and developing talent?
Managers observe daily behavior,** use pre-identification tools, share impressions with HR**, and build development plans.
HRBPs support with tools, validate impressions, consolidate evaluations, and coordinate OTR discussions to promote internal mobility and succession planning.
- Q: What is the purpose of a Powerful Career Conversation and what structure does it follow?
A: Purpose: To explore employee’s career story, motivations, and aspirations while planning development.
Structure:
Manager: Exploration, discussing possibilities, encouraging action.
Employee: Sharing their story, setting goals.
Together: Action planning.
Supported by tools like the ADE model and 9-box grid.
What are the key HR frameworks used for goal setting, performance conversations, feedback, emotional response to feedback, and talent classification?
- SMART Objectives
Tool for clear and structured goal setting:
Specific
Measurable
Achievable
Relevant
Time-bound
- WASPS Model
5-step structure for performance conversations:
Welcome (build rapport)
Ask (explore employee’s view)
Supply Feedback
Plans (agree on actions)
Step (decide next steps)
- SBI Framework (Feedback Delivery)
Makes feedback specific and objective:
Situation: When/where it happened
Behaviour: What the person did
Impact: How it affected others
- SARA Model (Feedback Reception)
Describes emotional reactions to feedback:
Shock
Anger
Rejection
Acceptance
- 9-Box Matrix
Visual tool for talent assessment:
Performance (low → high)
Potential (low → high)
Used for: succession planning, talent development, and career growth discussions.
