Professional Documents
Culture Documents
Matrix 2012
1. 3x3 Objectives
At AL, 3x3 is used:
- To differentiate and categorize hierarchy of talent
- Identification of talent for seeding Business Leaders pipeline
- Planning and prioritizing career progression of executives
- Input to succession pipeline
Annual Process for Selection to DLCP (2012 onwards)
Annual
Appraisal
3x3 Matrix
CG 22-29
Competency
Assessment
Competency
Assessment
Filter 1
Filter 2
DLCP
Competency
Assessment
Filter 2
Performance
Ratings
A1, A2, B1
(CG 24A 27)
Shortlisted
Shortlisted
2. Definitions
Potential
A
(High)
A3
A2
A1
B
(Med)
B3
B2
B1
C
(Low)
C3
C2
C1
3
Low
2
Med
1
High
9,10,11
12
<9
The model has 10 leadership competencies that are common for all grades and roles
Each competency is measured through 5 behavioral attributes that are defined
differently for different grades
Grades are grouped into contribution bands. Potential will be assessed band-wise
Contribution Band
Manage Change
Manage Business
Manage Domain
Manage Others
Grades
CG 30, 31
CG 28, 29
CG 26, 27
CG 24A, 25
Manage Self
Up to CG 24
Entrepreneurship
Managing Change
People Leadership
Communication
Team Work &
Collaboration
Innovation
Execution Excellence
Strategic Visioning
People Leadership
Strategic Leadership
Leadership Competencies:
Business
Excellence
Customer Focus
Problem Solving &
Decision Making
3. Work Flow
Appraiser (Min CG 25) to assess
potential. <Save> and <Execute>
Assessment
Trigger Mail to
Reviewer
Dashboard for reviewer with
performance & potential ratings
ARC discussion
& moderation
Reviewer to capture ARC changes and
<Complete>
4. Implementation
Potential
A
20%
A3
(2%)
A2
(14%)
A1
(4%)
B
60%
B3
(6%)
B2
(42%)
B1
(12%)
C3
(2%)
C2
(14%)
C1
(4%)
3
10%
2
70%
1
20%
C
20%
5. Mapping
Performance Assessment (Horizontal Axis)
Coverage
Definition
1. Demonstrates good
understanding of
competitors actions and
customer aspirations
2. Works individually and
with teams to set subfunctional /work area
goals and plans in
keeping with the
strategic direction
3. Aligns work process to
present and future
requirements
4. Understands the business
goals of the organization
and ensures
implementation in area
of work
5. Communicates and
interprets the strategic
vision to employees
within area of
responsibility
1. Applies understanding of
market developments ,
competitive actions on
BU/ functional strategy
2. Contributes to shaping
functional/business
strategy through domain
knowledge and insights
3. Aligns domain focus to
functional strategy and
cascades goals to subfunction level
4. Contributes to
formulation of
function/business-level
initiatives based on
understanding of domain
needs
Develops and details
domain level
communication aligned
to business/functional
imperatives
1. Provides accurate
business/functional
forecasts based on
industry insights and
experience
2. Strategizes from a global
and big picture
perspective
3. Thinks ahead to establish
the direction for
organization and function
from short and long term
perspective
4. Aligns / functional goals
to business vision and
strategy
5. Establishes inter-linkages
of cross-functional goals
to achieve the overall
business objectives
Definition
Coverage
Attributes / Behaviors to be assessed
2. ENTREPRENEURSHIP
Explores and identifies new opportunities to enhance product portfolio and business performance. Takes calculated risks to accomplish organizational
objectives; actively builds networks internally & externally to further organizations goals;
Manage Self
Manage Others
Manage Domain
Manage Business
Manage Change
Spots opportunities; Displays
Spots opportunities; Readily
Spots opportunities; Makes
Spots and evaluates
Spots business
business acumen to evaluate
accepts challenges;
convincing business case for
opportunities; Leads large
opportunities; financially
opportunities; Turns
opportunities; Takes on
scale assignments; Fosters
astute; Fosters
opportunities
into a successful
challenging assignments;
entrepreneurship;
entrepreneurship;
1. Identifies opportunities
to enhance domain
performance in line with
business/function needs
2. Contributes to
formulation of businessmodels to evaluate and
capture opportunities
3. Prioritizes and allocates
resources for domain
level opportunities
4. Enables team to take
calculated risks by
creating domain-level risk
mitigation mechanisms
5. Builds network of
contacts both inside and
outside the organization
for increased domainlevel effectiveness
1. Converts opportunities
for tangible business
advantage
2. Makes a compelling
business case for a new
opportunity to gain buyin of all stakeholders
3. Allocates resources and
time to explore new
opportunities
4. Drives out fear of failure
by encouraging
calculated risk taking
5. Builds networks of
contacts both inside and
outside the organization
for greater business/subfunctional effectiveness
Definition
Coverage
Attributes / Behaviors to be assessed
3. PEOPLE LEADERSHIP
Builds organizational and individual capabilities; Leads & manages people for optimum performance; Creates empowering work culture; High achievement
orientation; high ownership of work
Manage Self
Manage Others
Manage Domain
Manage Business
Manage Change
High achievement
Drives self and team for high
Drives envisaged high
Creates environment to
Builds organizational
orientation and ownership;
performance; Provides
performance culture within
maximize performance;
capability; Grooms and
Focuses on selfongoing support;
domain; Supports
Grooms and empowers
empowers future leaders;
development;
meritocracy;
team; Promotes meritocracy;
Fosters meritocracy;
1. Works to meet goals and 1. Creates and uses his own 1. Drives high performance 1. Sets and acts to reach
1. Creates a high
standards set by
standards of excellence
within domain through
challenging goals for self
performance culture by
management. Willingly
for high performance
stretched targets and
and others
consistent and objective
takes stretch
2. Encourages people to
aligned goals
2. Uses coaching methods
differentiation &
2. Focuses on selftake up development
2. Builds domain talent
to develop potential and
recognition of
development by updating
opportunities to enhance
through competency
promote correct set of
performance
knowledge and skill base
potential
enhancement and career
behavioral changes
2. Creates environment to
and engaging in higher
3. Clearly defines roles and
planning for team
3. Attunes own leadership
develop leaders at all
order of challenges
sets SMART goals for the 3. Encourages initiative and
style to optimize
levels
3. Does things before being
team
contribution to decisionperformance of people
3. Provides opportunities to
asked or forced to by
4. Objectively analyses
making across levels
with diverse backgrounds
direct reports and
events
performance and
within the domain
and skills
coaches them to take on
4. Approaches tasks with a
development areas of
4. Monitors performance
4. Gives people latitude to
more senior or critical
can-do attitude
team
and gives objective
make decisions in their
roles /positions
5. Works independently,
5. Provides team members
feedback to ensure high
own sphere of work
4. Builds a ready succession
completes assignments
with on-the-job support
performance by team
5. Develops a strong second
pipeline by identifying
without constant
and resources to enhance 5. Provides timely coaching
line to de-risk critical
and nurturing talent for
supervision
performance
and resources to
roles
critical positions
maximize performance
5. Promotes diversity, skills
mix and different
perspectives
Definition
Coverage
Attributes /Behaviors to be assessed
4. COMMUNICATION
Leverages communication to create a buy-in and drive energies towards the achievement of organizational objectives
Manage Self
Communicates clearly and
concisely; Listens to others'
views; Keeps stakeholders
posted on critical issues;
Manage Others
Communicates positively.
Promotes two way
communication; Assertive;
1. Presents appropriate
information in a clear and
concise manner, both
orally and in writing
2. Shares ideas and
information with relevant
stakeholders while
adhering to
confidentiality directives
3. Writes impactful reports
using graphics or other
aids to clarify complex or
technical information
4. Remains open and
appreciative of other
points of view
5. Keeps his/her manager
informed about progress
and problems to avoid
surprises
1. Presents information in a
clear, concise & logical
manner
2. Listens to others' views in
a responsive and
empathetic way
3. Effectively prepares for
discussions in advance
and thinks through
possible outcomes
4. Keeps stakeholders
updated about progress
and anticipated problems
5. Does not refrain from
asserting viewpoints
related to his/her area of
work
Manage Domain
Encourages open
communication;
Communicates effectively
with multiple stakeholders;
Assertive;
1. Structures and presents
point of view as per
needs of different
audience
2. Takes others
perspectives into account
while communicating and
presenting
3. Manages discussions
effectively to ensure
desired outcomes are
achieved
4. Anticipates possible
opposition to ideas and
has prepared arguments
5. Asserts viewpoints
through relevant domainlevel facts and analysis
Manage Business
Communicates with impact and
holistically; Fosters two way
communication; Assertive;
Manage Change
Uses communication to
inspire and create ownership
and alignment;
1. Communicates complex
issues clearly and credibly
with widely varied
audiences
2. Creates shared
understanding through
extensive and timely
communication
3. Incorporates organizational
level perspectives into
account when
communicating, negotiating
or presenting arguments
4. Promotes knowledge and
information sharing
5. Asserts and holds ground on
critical issues and areas that
benefit the organization
1. Creates shared
understanding,
commitment and passion
to the vision and goals
through impactful
communication
2. Communicates
strategically to achieve
specific objectives
(delivers optimal
message considering
timing, audience,
criticality and forum of
communication)
3. Notices and accurately
interprets what others
are feeling
4. Asserts and holds ground
on critical issues and
areas that benefit the
organization
5. Makes credible and fact
based statements
Definition
Coverage
Attributes /Behaviors to be assessed
Manage Others
Manages and motivates
team; Demonstrates crossfunctional collaboration;
Manage Domain
Aligns teams to business
imperatives in a spirit of
cross-functional collaboration
Manage Business
Builds strong teams; Builds a
sense of group purpose;
Promotes cross-functional
collaboration;
Manage Change
Fosters teamwork; Networks
and Collaborates within and
with external stakeholders;
1. Contributes actively to
teams work and results
2. Participates willingly and
supports teams decisions
3. Open to others' ideas
4. Shares relevant
information with team
members
5. Builds relationship and
networks with critical
others across teams
Definition
Coverage
Attributes /Behaviors to be assessed
6. BUSINESS EXCELLENCE
Demonstrates relentless focus on achieving business goals (makes things happen); focuses on optimization of resources, without compromising on
quality or timelines; Institutionalizes lean & robust processes that are sustainable in a dynamic business environment
Manage Self
Manage Others
Manage Domain
Manage Business
Manage Change
Achievement orientation;
Responsible for team's
Aligns team for performance Drives culture of performance
Sets and monitors
Process, quality and cost
output; Drives processes,
and accountability; Drives
and accountability; Sets the
organizational benchmarks
consciousness;
quality standards and
process excellence, quality
bar for process and quality
of business excellence;
resource optimization at
standards and resource
excellence;
Creates the quality and
functional level;
optimization at domain level;
process architecture;
1. Maintains commitment
to goals, in the face of
obstacles
2. Anticipates and
escalates critical issues
on work schedules
3. Checks the accuracy of
own and others' work
4. Takes actions that lead
to quantifiable
improvements
5. Identifies wasteful
practices and
opportunities for
optimizing resource use
1. Demonstrates relentless
focus on execution of
planned actions
2. Resolves cost-qualitytime deadlocks
3. Skillfully balances shortterm and long-term
goals with changes in
the business
environment
4. Directs resources to
those areas where they
will effectively
contribute to business
goals
5. Promotes globally
benchmarked standards,
systems & processes
Definition
Coverage
Attributes /Behaviors to be assessed
Manage Others
Identifies important
elements of a problem;
Focuses on root cause
elimination; Sound decision
making;
1. Identifies cause of
problem/issue
2. Recommends decisions
based on available facts
and figures
3. Takes timely decisions in
work area
4. Able to reason out
solution with rationale
and logic.
5. Analyzes data in detail
and ensures all aspects
are covered
1. Responds to situations
after in-depth analysis of
all aspects of situations
2. Develops solutions that
address the root cause of
problem and prevent
recurrence
3. Makes decisions with
logical assumptions in
absence of complete
information
4. Reviews decisions if
circumstances change or
more information
becomes available
5. Involves/Informs the
right people in the
decision-making process
as needed
Manage Domain
Interprets links and analyzes
complex information; Takes
informed decisions and
enables decision making
down the line;
Manage Change
Recommends solutions in an
environment of risk and
ambiguity;
1.
1. Recommends solutions in
an environment of risk
and ambiguity
2. Generates solutions with
long-term impact and
resolves issues holistically
3. Assesses external and
internal environments to
make a well-informed
decision
4. Promotes an efficient
structure of boundaries
and authority to enable
quick decision making
across levels
5. Guides teams in taking,
implementing tough
decisions and backs them
consistently
2.
3.
4.
5.
Manage Business
Analyses complex and
ambiguous
situations/problems; Takes
sound business decisions;
Enables fast decision making
down the line;
Identifies problem by
1. Identifies multiple
seeking relevant data and
relationships and
evaluating in a logical
disconnects in information
manner
in order to reach
Takes steps to ensure
conclusions
non-occurrence of
2. Makes assumptions and
problem; thinks beyond
hypothesis using past
quick-fix
experience where data is
Thinks several steps
not available
ahead in deciding on best 3. Creates an efficient
course of action,
structure of boundaries and
anticipating likely
authority to enable quick
outcomes
decision making across
Balances requirements of
levels
different parties when
4. Takes timely decisions to
making decisions
seize critical business
Defends critical decisions
opportunities when they
with sound reasoning and
arise
rationale to all
5. Makes tough decisions and
stakeholders
stands by them
Definition
Coverage
Attributes /Behaviors to be assessed
8. INNOVATION
Fosters/contributes to a culture of innovation by being open, encouraging, participating and facilitating new ideas & approaches
Manage Self
Open to new ideas; Proposes
new ways of doing things;
Manage Others
Proposes new approaches;
Implements ideas;
Manage Domain
Encourages others and
drives a culture of
innovation;
Manage Business
Values and nurtures
innovation;
Manage Change
Creates Innovation
Architecture;
1. Provides organizational
support and platforms
for new ideas over triedtested solutions
2. Creates new models and
methods for the
organization,
3. Sponsors innovations for
quick adoption
4. Nurtures creative
thinking, questioning and
experimentation
5. Scans external
environment for
innovative advancements
Definition
9. CUSTOMER FOCUS
Creates positive and engaging experiences for customers by understanding their needs, challenges and delivering differentiated offerings that add value
Coverage
Manage Self
Builds rapport with
customers; Looks after
customer interests;
1.
2.
3.
4.
5.
Manage Others
Builds rapport with
customers; Anticipates and
adapts to customer needs;
Focuses on high service
standards;
Builds rapport with
1. Builds rapport with key
customers
influencers in the
Identifies customer needs
customer organization
and expectations
2. Systematically contacts
Works to meet the needs
clients or prospective
of the customer and look
clients to determine their
after their interests
needs
Takes personal
3. Encourages teams to
responsibility for
achieve a high standard
resolving customer
of service excellence
concerns
4. Takes action beyond
Keeps customers up-toexplicit customer
date with information
request within
and decisions that affect
established service
them
standards
5. Monitors services
provided to customers
and makes timely
adjustments as required
Manage Domain
Understands customers
changing needs; Drives
customer service standards
and customer satisfaction
1. Identifies and drives
domain-level action plans
to align to customer
needs
2. Ensures self and team
engage regularly with
customers over formal
and informal interactions
3. Seeks out and involves
customers to assess
services, solutions or
products to identify
improvement areas
4. Reviews performance
against customer
feedback and service
metrics, for continuous
improvement
5. Proposes differentiated
service offerings in
response to customers
changing needs
Manage Business
Deep understanding of key
customers' business and
requirements; Sets standards
of customer service; Promotes
differentiated services;
1. Deeply understands the
customer's organization, its
key business drivers and the
challenges
2. Personally keeps in touch
with key customers and
shows an understanding of
their changing needs
3. Envisages customer
challenges and suggests
actions/services to increase
readiness
4. Defines customer service
expectations from the team
and ensures these are
reflected in the functional
and key role KRAs
5. Fosters an environment of
creating and delivering
differentiated services
based on customers'
potential value
Manage Change
Fosters a client-focused
culture; Designs strategy
aligned to customer needs;
Definition
Coverage
Attributes /Behaviors to be assessed
Manage Others
Embraces change; Identifies
actions for self and team to
deliver change;
Manage Domain
Drives Change initiatives;
Acts as a change agent;
Manage Business
Energizes and engages self and
others and mobilize actions to
embed change;
Manage Change
Initiates, sponsors and
implements
transformational changes;
1. Adapts personal
approach to align to
changed situation
2. Supports change
implementation by
feeding ground level
information on
constraints, impact etc
3. Makes necessary
modifications in work
area , as per defined
change plan
4. Deals with the ambiguity
that comes with change
5. Advocates the benefits of
change at peer level
1. Takes initiative to
implement changes if
familiar methods are no
longer efficient
2. Adopts and creates a
sense of urgency around
a change agenda
3. Defines and reviews
progress against success
measures for the stated
change agenda
4. Clarifies and reinforces
expectations from the
team for implementing
change
5. Advocates change and
guides teams on handling
change management
challenges