Alexi, the HR Director at Synergy Propulsion, is using a nine-box grid as part of his succession planning strategy. He has identified a small group of research scientists who, while outstanding performers, have a low potential for moving into future leadership positions. On his nine-box grid, then, these employees would be labeled __________. Solid Performers (Technical/Subject Experts) High Potential (Rising Stars) Steady Performers (Core Employees) Average Performers (Inconsistent Employees)