Exercise 1-A

Measure Percent High Performers Hired

Think of all the people you have hired in the past several years. What percent
later turned out to be:

E
High Performers (A players, what you expected and paid for
and those with definite potential to soon become A players) _____%

PL
“Adequate”  (B  players,  disappointing,  not  as  good  as  others  
probably available at the same salary and those lacking the
potential to become A players)

Low Performers (C players, chronic underperformers)

To help you sort the three categories out, consider the following chart:
_____%

_____%
M
Summary of Critical Competencies for Upper Level Manager
High Performer Adequate Low Performer
Overall Talent Top 10% of those 65th-89th Below the 65th
Level available at this salary percentile percentile
SA

level. available at available at this

this salary salary level.
level.
Problem Solving A  “quick  study”  able  to   Smart Has difficulty
rapidly perform complex “average”   coping with
analyses. insight. complex
situations.

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 Summary of Critical Competencies for Upper Level Manager
High Performer Adequate Low Performer
Leadership Executes needed Favors Prefers the
change; highly adaptive modest status quo; lacks
and able to inspire the change; so credibility so
organization. there is a people  don’t  
lukewarm follow.
“follower-

E
ship.”
Energy/Passion Very high energy level; Motivated; Dedicated;
fast paced; 55 (+) hour energetic at inconsistent
work weeks (plus home times; 50-54 pace; 40-49
email); driven to hour work hour work

Resourcefulness/
Initiative

Topgrading
PL
succeed.
Impressive ability to find
ways over, around, or
through barriers; can-do
attitude.

Selects high performers

and employees with
weeks.
Occasionally
finds a
solution;
relies on
others to
“figure  it  out.”
Selects a few
high
weeks.
Defeated by
obstacles;
constantly
“delegates”  to  
supervisors.

Selects mostly
underperform-
M
potential; redeploys performers. ers; tolerates
chronic mediocrity.
underperformers.
Training/Develop- Coaches and trains each Performs Inaccessible;
ment/Coaching team member to turbo- annual hypercritical,
boost performance and performance stingy with
SA

personal/career growth. reviews; praise;

“spotty”   late/shallow with
coaching. feedback.
Team Building Creates focused, May want Drains energy
collaborative, results- teamwork but from others;
driven teams. does not actions prevent
make it synergy.
happen.
Track Record Consistently excellent Meets some Sporadically
performance. (not all) key meets
constituency expectations
expectations.

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The only way anyone can use the Topgrading Snapshot is with TOLS.
 Summary of Critical Competencies for Upper Level Manager
High Performer Adequate Low Performer
Integrity “Iron-clad.” Generally “Bends  the  
honest. rules.”
Communication Excellent oral/written Average Mediocre.
skills. oral/written
skills.

E
PL
M
SA

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Topgrading forms and guides except with a Topgrading Online Solutions (TOLS) free trial or license.
The only way anyone can use the Topgrading Snapshot is with TOLS.