Who steps in if your CFO resigns on Monday?
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.
Quarterly leadership report
Prepared for the Board of Directors, [Company name] · Q3 2026
Summary
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.
Succession cover by role
| Chief Executive Officer | Thin |
| Chief Financial Officer | Good |
| Chief Operating Officer | Good |
| Chief People Officer | At risk |
| Chief Marketing Officer | No cover |
Recommended for discussion
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.
Two ways to work with us
Bring in our team to run it and drive the changes with you, or use Board Pulse yourselves.
We run it for you
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.
- Board and leadership assessments, run by our team
- A succession and retention plan for every critical role
- The quarterly report, written and presented to your board
- Hands-on support to make the changes happen
- Executive search when a role needs filling
Your team uses it directly
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.
- Assessments and psychometrics your team can run itself
- Assess outside candidates, whether or not we’re running the search
- Succession, retention and development tracking in one place
- The board report, produced from your own data
- Our consultants on call when you want a second opinion
“Boards spend hours every quarter going through the numbers. The people running the business usually get a few minutes, once a year.”
JOH Partners, from twelve years of working with boards across the GCC
What goes into the report
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.
Succession
Who could take over each critical role, and how soon.
Retention
Which leaders are most likely to leave, and what’s driving it.
Performance and development
How each member of the top team is progressing against their plan.
Hiring
Where each open senior role stands, from shortlist to offer.
Behind the report is a full platform.
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.
Ask for a sample report.
We'll send you a full example and walk your chairman or CHRO through it in 30 minutes.