PLP Compass+™ turns the Box 9 Talent Grid into nine real, personalized Individual Development Plans for your team — every measurable goal aligned to your organization's North Star. The kindest thing is the honest thing.
Three steps. The grid does the heavy lifting; Compass+ writes the plans.
Margin · safety · staff engagement · service-line growth · whatever your top-of-house priorities are. Every measurable goal in every IDP must serve at least one of them.
Each plan is calibrated to the box archetype (stretch & retain · unlock the potential · build the case or redeploy · deepen mastery · refresh the rhythm · transition with grace · …) and grounded in Pure Leadership Power™. Each comes with a manager copy line — the words to use when you deliver it.
A real Compass+ IDP for a Box 8 (High Potential) team member — Maria, RN II in surgical ICU, 3 years tenure, plotted by her manager as high potential with medium-but-improving performance.
Retention risk: medium-high (high-potential without visible investment leaves within 12 months) · Cadence: every 2 weeks · PLP attribute focus: Responsible 100/0 → Confidently Humble
↑ One team member's IDP. Your license generates one of these for every direct report you plot.
Talent reviews are everywhere. Talent reviews that actually produce action are rare. Below is the research that makes Compass+ different — and the research that explains why most talent reviews fail.
For a 10-person team, the average annual loss from unmanaged turnover (cost-of-replacement + lost productivity) is $180,000 – $420,000 depending on role mix.
If Compass+ reduces 18-month team attrition by just two people over the year — a conservative outcome at the documented retention lift for development-engaged employees — the ROI on the $2,400 Team 10 license is 15× – 35×.
Replacement cost reference: SHRM (2023) — 50-200% of annual salary depending on level. ACHE healthcare-specific data is closer to the upper end for senior clinical roles.
Click Start a talent review above and paste your license key to begin.
Paste your Compass+ license key. We'll verify your seat count and remember you on this device.
Add each direct report you want to develop. You'll plot each on the Box 9 grid below. Up to 10 members on this license.
Paste rows in this format — one team member per line, columns separated by commas:
name, role, tenure, perf (1-3), pot (1-3), notes
Example: Maria Rodriguez, RN II Surgical ICU, 3 yrs, 2, 3, High potential — promote within 18 mo
No team members yet. Fill in name, role, tenure, click a box on the grid, then + Add to team.
Up to 5 organizational goals. Every measurable goal in every IDP will reference at least one of these. Be specific and measurable — "improve margin" is weaker than "Lift NPSR margin to 4.5% by Dec 31."
Walter's framework is calibrating to each box archetype and aligning every measurable goal to your North Star.
Where each direct report sits today. Stars (Box 9) need retention investment; Talent Risks (Box 1) need an honest conversation. The cells colored gold are your highest leverage for development; the cells colored coral need an early decision.
Click any team member to expand their plan. Each comes with a manager copy line — the words to use when you deliver it.
All the teams you've reviewed under this license. Click any team to load its IDPs, or start a new team for a different cohort.
Aggregate Box 9 distribution and retention risk across every team you've reviewed under this license. Updated every time you generate IDPs.
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