Consultant-led
Fully managed
JOH Partners runs it end to end; you receive conclusions and a plan.
Best when it's a one-off, high-stakes programme, or there's no internal capacity to run it.
Request a demo— Board Pulse · by JOH Partners
See the health of your leadership in real time.
One platform to assess, develop, reward and plan for your leaders. Twelve modules, one board-ready view.
Board Pulse · Q4 2026
12 modules84
Health Index
3 of 8
Succession cover
High
Retention risk
Leadership layerToday
- Group CEOLow
- Group CFOWatch
- Vertical MD · IndustrialElevated
- CHROLow
- Chief of StaffLow
— The platform
Senior decisions are rarely short of information. They’re short of a single place to put it.
The assessment, the succession slide, performance, pay — each sound on its own, none of it resolving into anything a board can act on. Board Pulse puts it in one place.
01
One connected view
Leadership, talent, succession, development and reward in one ecosystem.
02
Board-ready by design
Every output structured to take straight into the room.
03
Evidence, not instinct
Structured scoring and JOH Partners market data behind every read.
04
Built to compound
Each lens sharpens the others.
Built for boards, chief executives, chief people officers and investors — each sees the part of the platform they own.
— Built for the perimeter you already operate in
Confidential by design.
SOC 2 Type II
Independently audited; data isolated per tenant, never pooled across clients.
GDPR & PDPL aligned
Built for your committee's regulatory perimeter.
Read-only by default
No personal pay or HR PII unless you grant it.
Owned by the chair
Accounts created by JOH Partners, permissioned per user and module; feedback only ever shown in aggregate.
— Inside the platform
Four lenses on the same leadership layer.
— Lens 01
Who your people are
Roster, talent profiles, nine-box, live org-health dashboard.
— Lens 02
How they lead
Colours, 360 and psychometrics, reconciled into one panoramic read.
— Lens 03
Where you're exposed
Succession readiness, bench depth, retention risk.
— Lens 04
What it costs, what's next
Reward, performance, development and board effectiveness.
— One intelligence layer
Twelve modules. Switch on what you need.
Each works on its own; run one or run several. No sample data anywhere — every surface is empty until yours goes in, so it’s board-safe from day one.
Assessment & leadership insight
Leadership Colours
How a person prefers to work, across four colour energies, with a team colour map and scenario planning.
The Leadership Profile
The JOH Partners proprietary psychometric: traits, cognitive reasoning, risk flags and a readiness call.
Internal Assessment & Evaluation
Structured 360 feedback, executive assessment and board reviews, with gap analysis and cohort tracking.
Panorama
The synthesis layer. All three assessment lenses reconciled into one board-grade view of a person and a team.
Talent, succession & development
Talent Intelligence
The organisational spine: people records, the talent profile, nine-box mapping and the executive dashboard.
Succession Planning
Successors, bench depth, readiness and role-risk scoring for business-critical positions.
Retention Risk
Risk profiles and drivers for key people, banded and tracked, with the interventions that address them.
Development Plans
Individual development plans drafted from real assessment data, with objectives and tracked interventions.
Performance, hiring, reward & governance
Performance
Goals and KPIs held against the person and linked directly to their development objectives.
Talent Acquisition
Branded careers portal, competency scorecards, CV scoring, interview packs and candidate pipelines.
Compensation & Reward
Market benchmarking, package architecture, pay against performance, retention economics and scenario modelling.
Board & Governance
Board composition, independence and tenure, effectiveness, board succession and appointment suitability.
— The complete leadership assessment
Most businesses look at a leader through one lens. Almost none look through all three at once.
For boards, CEOs & CPOs
Three instruments, three questions:
- Colours — how they work, in their own view.
- 360 — how others experience them.
- Leadership Profile — what’s underneath, and what’s next.
Most organisations look at one. Panoramareconciles all three into a single view of a person — and that’s where the value is.
“Where the lenses agree, you have a high-confidence signal. Where they diverge, you have the most valuable finding of all — the blind spot no single test can show you.”
Reads at three altitudes
Individual
One Total Talent Profile per leader.
Team
The whole group in one picture.
Scenario
Model a restructure or a gap before it happens.
That panoramic read flows into Development, Retention, Reward and Succession — and tells you exactly what to search for outside when the gap is real.
— Turn insight into action
A development plan that drafts itself from evidence.
For CPOs & HR
Set the route — promotion or improvement in role — and the plan builds from that person’s real data: psychometrics, 360 gaps, Colours, nine-box, succession and retention. Where a lens is missing it says so rather than guessing, so the plan addresses what the evidence shows — not what was remembered from the last conversation.
— One view of what you pay
What you pay, what the market pays, what it buys you, and what it would cost to change it — one continuous read.
For CPOs & remuneration committees
One record per person, in their own currency, read five ways:
01
Benchmarking
Where each person sits against the market.
02
Reward Architecture
How the package is built, and where your own population disagrees with itself.
03
Pay vs Performance
The strong-and-underpaid and the over-invested, side by side.
04
Retention Economics
The cost of losing someone against the cost of keeping them.
05
Scenario Planner
Model a change and see the exact cost before you commit.
— However you want to run it
Delivered at the level of support you actually want.
Hybrid
Partly managed
Your team runs the day to day; we advise at the decisions that matter.
Best when you have a capable people function but want senior judgement on the calls.
Request a demoSubscription
Self-managed
Your team operates it; advisory on request.
Best when assessment and talent work is a standing internal capability.
Request a demoAll three include full platform access. The right fit — and the commercials — depend on your organisation.
— FAQ
What boards and leadership teams ask us first.
- A board pack is point-in-time, prepared by the board secretary and structured around what the executive team wants the board to see. Board Pulse is continuous, neutral, and structured around what decision-makers need to see, with JOH Partners market intelligence overlaid.
- No. Modules are enabled per organisation — run one, or run several. Each works on its own; the picture sharpens as you add more.
- Only what a module needs to run. Every surface starts empty; you enter your own people, and each module says on its face where a required input is missing rather than guessing.
- Accounts are created by JOH Partners — no public sign-up. Each user holds a permission profile per module. Multi-rater feedback is only ever shown in aggregate above a response threshold, and no rater is ever named.
- No. The Leadership Profile is JOH Partners' own instrument, grounded in established, peer-reviewed personality and cognitive science, built specifically for senior leadership decisions.
- Either. Consultant-led, hybrid or subscription — the same platform at the level of support you want.
- JOH Partners' proprietary market and placement data, so every benchmark is anchored to the real executive landscape rather than a generic norm.
— See what your board would see
Understand your leadership before it becomes a problem.
A 30-minute walkthrough against an anonymised dataset shaped like your organisation.
Request a demo— Request a demo
Tell us about your board.
We’ll respond within one business day with a calendar invite. All conversations are confidential by default.