Fidelity Investments: The 4Growth Framework and a New Model for Career Management

Fidelity set goals to become a more agile organization, with agility serving as a catalyst for innovation. The talent team recognized that their approach to career management needed to model, facilitate, and accelerate agility. At the same time, as leadership sought to increase talent mobility to solve business needs across the enterprise, they observed increasing frustration with the traditional approach to talent management, and the nine-box model in particular. Recognizing that evaluation of potential is inherently situational, limiting, and subjective, they sought new models and measures that better aligned with their business direction. While they had relied on the nine-box model for many years to identify high potential associates, both business managers and HR recognized that it prompted conversations about, rather than with, associates. Furthermore, compensation was linked to nine-box outcomes, yet there was a lack of transparency about that linkage. And th