9 box matrix EQ and IQ
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The research utilized a descriptive and correlational research design. The research correlated the Potential and Performance as talent criteria in predicting potential leaders. Potential and performance is widely used through the nine 9 box matrix, however, There is no current research on the reliability and validity of the nine box performance and potential matrix as a measurement tool for future leaders, further, no analysis has been made of its effectiveness in identifying potential leaders. The research revealed that there is no significant relationship between potential and performance as input to identify future leaders in the organization. The 9 box matrix EQ and IQ is an evidence-based talent criteria and tool used to predict potential leaders.
9 box matrix EQ and IQ
- 1. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant EMERGING TOOL FOR TALENT CRITERIA AND LEADERSHIP POTENTIAL PREDICTOR The Rise of 9 Box Matrix EQ and IQ July, 2019 Abu Dhabi, UAE
- 2. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant BACKGROUND The numerical score from the measurement of employees potential and performance is currently used for making decisions on the extent whether employees are most valuable for future leadership role, hence, allocation of financial resources for leadership development programs are being budgeted accordingly. However, at present, there is no current research on the reliability and validity of the nine box performance and potential matrix as a measurement tool for future leaders, further, no analysis has been made of its effectiveness in identifying potential leaders.
- 3. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant BACKGROUND Issues revolving on using performance and potential scores as input to identify potential leaders were perceived questionable based on the following: Performance 1. Individual performance scores are highly subjective. Research consistently revealed that individual performance scores shown to be more closely related to the relationship between employee and line manager. 2. Majority of individual performance scores are average or placed in the middle performance error called central tendency 3. Research also revealed that past performance score is not a reliable predictor of future performance in a senior, different and more complex leadership role.
- 4. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant BACKGROUND Issues revolving on using performance and potential scores as input to identify potential leaders were perceived questionable based on the following: Potential 1. Potential has different meaning to different organizations. It is a high-level concept and there is no commonly accepted definition. The attributes an employee must have to succeed in a more complex and senior role are not reliably addressed. 2. Potential scores are highly subjective. 3. Is the concept of potential a generic one, common to all roles, or whether different roles and operating environments have different criteria for success? 4. The validity of decision-making based on employees position in the nine box matrix is highly questionable.
- 5. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant NEED FOR CHANGE It is about time that organizations move on from subjectivity and take a data-driven, evidence-based approach to talent (criteria) identification and leadership potential measurement.
- 6. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant EVIDENCE-BASED TALENT CRITERIA AND LEADERSHIP POTENTIAL PREDICTOR Implement an Evidence-based Talent Criteria and Leadership Potential Predictor Gifted leadership occurs where heart and head; feeling and thought meet - EQ expert Daniel Goleman A recent study by the Wharton school and the University of California has provided a proven link between IQ and leadership effectiveness. Antonakis, J., House, R. J., & Simonton, D. K. (2017) EQ + IQ = Effective Leader
- 7. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant DISRUPTIVE TALENT CRITERIA APPROACH 9 Box Matrix of EQ and IQ Developed by: Juan Paolo Arao Evidence-based criteria to Identify Future Leaders in the Organization
- 8. Juan Paolo Arao Registered Psychometrician | Talent Management and Leadership Development Consultant For collaboration, free consultations and more details about the 9 box matrix EQ and IQ as talent criteria and leadership potential predictor, feel free to reach me at email@juanpaoloarao.com Lets Talk!