Potential is evidence, not glow
Distinguish current performance from future-scope potential using evidence from the performance-potential grid.
The move: treat potential as a hypothesis you can test, not a glow around a favorite employee. The 9-box grid maps two different questions. Performance asks, 'How well is this person delivering in the role they have?' Potential asks, 'What evidence suggests they can grow into more complex, ambiguous, or broader work?' Those questions overlap, but they are not the same. High current output is often necessary for a high-potential discussion, but it is not sufficient. A stronger nomination uses three evidence lanes. Performance evidence proves the person is not being advanced on charm or visibility alone. Learning evidence shows…
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