Board Pulse reports leadership risk the way you already report financial risk.
Every quarter, your board gets a clear, structured view of the people running the business: who could succeed whom, who might leave, and how the top team is performing.
Prepared for the Board of Directors, [Company name] · Q3 2026
The Chief Financial Officer has one internal successor ready now and another ready within two years. Two roles need the board’s attention: the Chief People Officer is now more likely to leave, and the Chief Marketing Officer role has had no successor since June.
Agree an interim plan for marketing. Review the retention package for the Chief People Officer before year end.
Sample report. Names and figures are for illustration only.
Bring in our team to run it and drive the changes with you, or use Board Pulse yourselves.
Our consultants work alongside your board and HR team. We assess your leaders, build the succession plans, write the quarterly report and present it to the board. Then we help you act on it.
Your HR team runs Board Pulse in-house. Assess your own leaders, keep succession plans up to date, and put candidates you’ve found yourselves through the same assessments we use.
“Boards spend hours every quarter going through the numbers. The people running the business usually get a few minutes, once a year.”
The report draws on the assessments and plans held in Board Pulse, whether our team or yours keeps them up to date. Nobody has to build it by hand.
Who could take over each critical role, and how soon.
Which leaders are most likely to leave, and what’s driving it.
How each member of the top team is progressing against their plan.
Where each open senior role stands, from shortlist to offer.
Board Pulse is used day to day for assessments, succession plans, executive hiring and development plans. The board report is what comes out of it.
We’ll send you a full example and walk your chairman or CHRO through it in 30 minutes.