People performance potential model

simple group-profiling matrix tool for teams and organizations
This elegant and simple model has been around in various forms for many years. Its precise origins are not clear. I hope to clarify them soon. The model appears in different formats, with different terminology - and no doubt different titles of the model itself - although by implication the basic structure is constant, relying on a four-part 2 x 2 matrix, which is a common method of classification in management and beyond.

See also the pdf diagram, based on an interpretation kindly provided by John Addy, 2004.
The purpose of the model is to enable a simple assessment and representation of the mixture of types (according to potential and performance) within any work group or team, but it is a relatively blunt instrument and is neither designed nor recommended for detailed individual staff assessment.

The model provides a quick view or perspective of a group profile that often is elusive in complex human resources audits, and can assist in making investment decisions, although this apparently early purpose of the model should be approached with care given the more sophisticated expectations and considerations of modern organizational management.
It is therefore ideal for presentations and for reflecting a complex situation using a simple graphic. The model is not for individual counselling and development, other than for reference and interest alongside more accurate and objective individual assessment tools and processes.

The 'people potential performance model' (or whatever else it might be called) is especially useful in illustrating clearly and broadly the mix or profile of quite large groups of people within a human resources or organizational planning context. It's also helpful in understanding, determining, and explaining the different treatment that is appropriate for different categories of people with a group, according to local definitions and implications.
The model can also be used to show an ideal mix, and an actual mix, and thereby highlight the gap or difference, from an overall strategic viewpoint.

It can be a useful supplementary tool or reference point alongside more detailed and complex appraisals and training needs analysis processes.
The model also has a good training and educational value, which is why it's featured here. It can help managers and leaders to understand that people are different, have different needs, and can be helped in different ways and directions, appropriate to their situation.