Dylan Hoback
Accu-Tube
My Praxie analytics software transformed our operations, enabling data-driven decisions and streamlining our manufacturing process.
AI-Powered GE-McKinsey 9-Box Matrix
Replace static spreadsheets and manual scoring with AI that builds your GE-McKinsey 9-box matrix, plots each business or initiative by market attractiveness and competitive strength, and recommends where to invest, hold, or divest.
$0
We'll build you a free AI-powered micro-pilot
Use your data and see what Praxie can launch in a few days.
Book your free micro-pilot evaluation
A super fast way to see how the AI 9-box matrix works for your team.
Customer Success Stories
Dylan Hoback
Accu-Tube
Jason Carpenter
Environmental Pest Management
With Praxie, I found a way to take what was in documents and spreadsheets and provide my team with a visual application environment to drive our strategy with full accountability.
Elizabeth Pridham
Perfection Fresh
Praxie dramatically improved our process through digital transformation. We now have visibility and can drive decisions at a fraction of the time.
Scott Russell
NUCOR Vulcraft
I would heartily recommend the Praxie team to any organization seeking to seriously undertake a lasting and successful innovation process.
Mike Bainbridge
Dover Food Retail
Our MFG Ops application greatly improved our daily management initiatives. It is easy to see how we are doing, identify issues, and track improvements—no matter where we sit.
Jeff Piotrowicz
ChemLink
With Praxie we've created a way to report on complex projects that gives management full visibility. Executives have visibility to projects, assignments, and more at their fingertips.
Maureen Thompson
American Nurses Association
Our Praxie App makes it easy to track progress on strategic objectives across the organization and includes an executive-level dashboard with real-time reports to the board on key initiatives.
Tom Anderson
Springfield Armory
Praxie is used every day to track and analyze every aspect of production, quality, safety, and more. We improved quality by 10%.
Peggie Pelosi
Innovators Alliance
Almost overnight, Praxie created a customized solution for our 100 member organizations across Canada to drive strategy and innovation.
Kate Merton
Anthem
Praxie's innovation solution stood out from other options because it can be customized so quickly to fit our exact process requirements. Plus, it is incredibly easy to use and manage.
9-Box & Succession Planning Is Complex - AI Can Help
Stop relying on scattered spreadsheets, subjective reviews, and one-time talent calibration meetings. Praxie’s AI-powered 9-box and succession planning solution brings performance, potential, readiness, role requirements, and development plans into one secure workspace. Leaders can identify top talent, reduce succession risk, and build stronger leadership pipelines with AI-guided insights.
50% faster talent reviews
30% better succession visibility
25% stronger leadership bench
1
Performance Ratings
2
Potential Indicators
3
Employee Profiles
4
Competency Assessments
5
Leadership Behaviors
6
Role Requirements
7
Readiness Timing
AI Talent
Planning Engine
Future
Enterprise Leader
Enterprise Leader
High
Potential
Potential
Growth
Candidate
Candidate
Strong
Performer
Performer
Core
Contributor
Contributor
Develop
Further
Further
Specialist
Expert
Expert
Performance
Watch
Watch
Action
Needed
Needed
Potential
LowMediumHigh Performance
8
Critical Role Mapping
9
Succession Risk
10
Development Opportunities
11
Calibration Notes
12
Talent Pool Diversity
13
Retention & Flight Risk
14
Mobility & Career Interests
Why it’s difficult
Succession planning is not just a chart. It is a constantly changing view of people, roles, readiness, risk, and future business needs.
Many signals need to be combinedPerformance, potential, competencies, readiness, and career goals are often stored in different systems.
Talent plans change constantlyPromotions, resignations, new roles, and changing business priorities can quickly make succession plans outdated.
Bias and inconsistency reduce trustAI-guided calibration helps leaders compare talent more consistently across teams, functions, and regions.
AI Optimized Succession Plan
VP Operations
Ready
Plant GM
6 mo.
Quality Dir.
12 mo.
Supply Lead
Gap
Eng. Manager
Ready
Stronger bench visibility
Faster talent reviews
Clear readiness plans
Lower succession risk
AI-Powered 9-Box & Succession Planning: Jobs to Be Done
Instead of managing talent reviews with static spreadsheets and subjective conversations, Praxie helps HR and leadership teams assess talent, map succession options, identify risk, and build stronger leadership pipelines.
1
Assess talent objectively
Bring performance, potential, skills, manager input, and role-readiness data into one consistent talent review process.
- AI-assisted performance and potential scoring
- Manager calibration and review workflows
- Skills, competency, and experience profiles
- HRIS, LMS, and talent data integrations
Outcome: leaders make talent decisions with clearer, more consistent evidence.
2
Map the 9-box
Automatically place employees into the 9-box matrix and visualize talent segments across teams, functions, and business units.
- Interactive performance-potential matrix
- Automated employee placement and updates
- Talent segment dashboards and filters
- Calibration views for leadership meetings
Outcome: executives see where top talent, emerging talent, and development needs exist.
3
Identify successors
Use AI to match talent to critical roles, highlight bench strength, and reveal leadership gaps before they become business risks.
- Critical role and key position mapping
- Successor recommendations and readiness levels
- Retention, vacancy, and retirement risk alerts
- Bench strength views by department or region
Outcome: leadership knows who is ready now, ready soon, and where succession risk is highest.
4
Develop future leaders
Turn talent reviews into action plans with targeted development goals, coaching priorities, and measurable succession progress.
- AI-generated development recommendations
- Individual growth plans and coaching actions
- Leadership readiness tracking
- Succession plan progress dashboards
Outcome: succession planning becomes a continuous leadership development system.
1
Assess performance and potential
2
Map talent into the 9-box
3
Identify successors and risks
4
Develop the leadership pipeline
Better Talent
Visibility
Visibility
Smarter 9-Box
Calibration
Calibration
Stronger Successor
Readiness
Readiness
Reduced Leadership
Risk
Risk
ROI of Moving from Manual Talent Reviews to AI-Powered 9-Box & Succession Planning
A simplified view of how organizations move from spreadsheet-based talent reviews to AI-powered 9-box and succession planning that improves visibility, reduces bias, and accelerates leadership readiness.
1
Traditional Talent Reviews
Manual spreadsheetsTalent data is scattered across files, slides, notes, and disconnected HR systems.
Subjective calibrationPerformance and potential ratings depend heavily on manager memory and inconsistent inputs.
Static 9-box viewsTalent grids are updated occasionally and often fail to reflect real-time changes.
Hidden leadership riskCritical roles, readiness gaps, flight risks, and successor depth are hard to see.
2
Transition to AI-Powered Talent Planning
Connected HR data + AI insights + dynamic succession planning
3
AI-Powered 9-Box & Succession
Dynamic 9-box viewsPerformance and potential data stay current, visual, and easy to review.
Successor matchingAI helps identify ready-now, ready-soon, and future successors for key roles.
Reduced talent riskCritical role gaps, retention risks, and bench strength issues are surfaced sooner.
Smarter talent decisionsDashboards, recommendations, and calibration support improve planning quality.
Key ROI Elements
50%
Faster Talent Reviews
Less time consolidating data, preparing slides, and updating grids.
30%
Better Succession Readiness
More visibility into ready-now and ready-soon leadership options.
40%
Less Manual Calibration
Fewer offline edits, duplicate meetings, and manual follow-ups.
25%
Lower Leadership Risk
Critical roles and succession gaps are identified earlier.
Higher
Employee Retention
Growth paths and development plans help retain top talent.
Stronger
Leadership Pipeline
Better bench strength, development focus, and workforce planning.
Business Impact: faster talent reviews, better succession visibility, reduced leadership risk, and stronger decisions about who to develop, retain, and promote.
How Praxie Compares for AI-Powered 9-Box & Succession Planning
A simple view of the talent planning landscape — and why Praxie helps leaders identify high-potential talent, close readiness gaps, and build stronger succession pipelines.
Spreadsheets &
Manual Talent Reviews
- Manual data collection
- Inconsistent rating criteria
- Limited visibility across teams
- Hard to track development plans
- Succession plans become outdated
HRIS Talent
Modules
- Connected to employee records
- Often rigid workflows
- Limited 9-box customization
- Basic reporting
- Slow to adapt to leadership needs
Traditional
Talent Platforms
- Strong HR process support
- Useful calibration workflows
- Can be complex to configure
- Often requires heavy administration
- Limited operational flexibility
Point
AI Tools
- Helpful for summaries and prompts
- Limited talent context
- Not built for 9-box workflows
- Requires manual tool stitching
- Weak succession governance
★ BEST FIT
Praxie AI-Powered
9-Box & Succession
- Dynamic 9-box talent workspace
- AI-assisted talent insights
- Readiness, risk and bench-strength views
- Development plans, alerts and workflows
- Faster deployment, lower complexity
9-box flexibility
◐
◐
◐
–
✓
AI-driven talent insights
–
–
◐
✓
✓
Succession pipeline visibility
–
◐
◐
–
✓
Readiness and risk tracking
–
◐
◐
◐
✓
Development plan workflows
◐
◐
✓
–
✓
Speed to deploy and adapt
–
◐
◐
◐
✓
Why Praxie
Stands Out
Stands Out
More flexible than standard HRIS talent modules
Smarter than manual calibration and spreadsheets
Broader than standalone AI summary tools
Faster to deploy than heavy enterprise talent platforms
```html
AI-Powered 9-Box & Succession Planning FAQ
```
FAQ: AI-Powered 9-Box & Succession Planning
Clear answers to the most common questions HR and business leaders ask when moving from manual talent reviews to AI-powered succession planning and leadership pipeline management.
1
How does AI improve the 9-box talent review process?
Answer: AI helps leaders analyze performance, potential, readiness, skills, goals, and feedback in one place. Instead of relying only on static spreadsheets or subjective discussion, teams get a more complete view of each employee and clearer recommendations for talent placement.
2
Can AI reduce bias in succession planning decisions?
Answer: Yes. AI can help reduce bias by standardizing evaluation inputs, surfacing data-backed insights, and highlighting inconsistencies across ratings. Leaders still make the final decisions, but the process becomes more transparent, consistent, and explainable.
3
How does the system identify future leaders and high-potential employees?
Answer: The AI analyzes multiple talent signals, including performance history, growth trajectory, role fit, skills, competencies, career interests, manager input, and readiness indicators. This helps organizations identify high-potential employees earlier and build stronger leadership pipelines.
4
Will this help us see succession risks before they become a problem?
Answer: Yes. AI-powered succession planning can flag critical roles without ready successors, identify bench strength gaps, and highlight retention or readiness risks. This allows leaders to act earlier with development plans, role rotations, mentoring, or targeted recruiting.
5
Is this better than using spreadsheets or traditional HR systems?
Answer: Yes. Spreadsheets are usually static, disconnected, and difficult to maintain. AI-powered 9-box and succession planning keeps talent data more dynamic, connects insights across roles and teams, and helps leaders turn talent reviews into action plans.
Bottom line: AI-powered 9-box and succession planning helps leaders make faster, fairer, and more strategic talent decisions while building a stronger leadership pipeline.