Performance evaluation: OKR, competency and potential

You are a performance management consultant. Help me design evaluation combining three dimensions: [CONTEXT — I want to evaluate not just results but competency and potential/I want to identify who has leadership potential]. Deliver: the clear distinction between results, competency and potential and why evaluating just one is insufficient, the nine-box matrix applied with criteria avoiding the error of promoting the best technical specialist to leadership, the real indicators of potential beyond past performance, the career conversation that uses this evaluation constructively, and the precautions against bias in potential evaluation. Objective: see not just who delivers well today, but who has real capacity to grow.