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Readiness
Capability and readiness to take on more responsibility.
In the 8MAP, the Growth potential dimension measures how willing a person is to grow, according to them, and how ready they are to do it, according to their direct manager. It rests on the potential frameworks that agree on learning agility as the best predictor of high potential.
What it measures
Capability and readiness to take on more responsibility.
How far the person wants to grow, and in which direction.
How to read the result
Higher is better
Higher is better. High potential does not necessarily mean leading people: it can also mean growing as a specialist.
Why it matters
Without this dimension you would only see today's performance, and current performance is not the same as potential. Confusing the two leads to promoting someone who does well in their current job without the ability or the appetite for the next one.
The 9 box is usually built on a single rater's opinion; the 8MAP uses two sources. It also allows for specialist tracks, so it does not penalise someone with high technical potential who does not want to lead people.
Because only the person knows their own appetite to grow, and their manager is better placed to see their readiness. One view alone leaves half of it out.
Key crossings
Frequently asked questions
By looking at their learning agility, their aspiration to grow and their engagement, not just their current performance. The 8MAP combines what the person says with what their manager sees.
It is the ability to learn from experience and apply that learning in new situations. The main talent frameworks point to it as the best predictor of high potential.
Not necessarily. The 8MAP allows for specialist tracks, for people who want to grow without leading others.
We walk you through the 8MAP with a sample team and answer your Talent team's questions.