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People Potential Performance Model- Bear in mind that the descriptive terminology can be adapted to suit the situation and it is likely that the terms below have been adapted from those used when the model was first defined. The notes in each quadrant are just a few examples of the sort of different responses and actions appropriate for each type.
The model can be used both to visualize or represent the ideal or required staffing profile of a group or organization, and separately, the actual staffing profile, according to the categories in the model, and thereby to see graphically and quickly the difference or gap between the two, i.e., in terms of staff mix, ‘what mix do we need’ versus ‘what mix do we have’?
As such it is a powerful tool for reflecting, seeing a complex picture simply and quickly, and therefore for presentation too. Since the model enables very quick easy illustration or demonstration of a complex set of people-related factors that are highly significant for organizational performance and development, the tool is very useful for executives and executive discussions, presentations, reports and planning documents, etc.
While the model provides a quick simple easily-understood snapshot, remember it is not in itself a sophisticated or precise instrument for individual assessment.
Scoring questionnaires can be developed and used (see the example questionnaire/template for the performance/potential matrix below), or data may be used from performance appraisals and other assessment tools, however the model will always be a broad indicator and is not recommended ever to be used in isolation to make important decisions about peopled development and future careers.
