Notes from the practice
The 9 box grid started life as a capital allocation tool. Used well it forces a real argument about a small number of people. Used badly it is an annual sorting exercise nobody acts on.
Promoting your best performer is the most common way to lose two good people at once. What separates performance from potential, and how to assess it.
Nobody is promoted for being difficult. They are promoted for being decisive, and then the role grows. How derailers form, how to see them, what changes them.
One has an author and a permanent file. The other is anonymous and belongs to the person rated. What each measures, and what happens when you merge them.
Hogan and DISC are different kinds of instrument, not rivals. Which one fits a hiring decision, which fits a team session, and why the difference matters.