Case methodology
Talent inventory & performance diagnostics
How we combine HRIS data, manager interviews, and critical-role scoring to produce a succession risk register.
Output includes heat maps by function, flight-risk flags, and recommended development spend—not generic nine-box plots.
| Phase | Activity | Duration |
|---|---|---|
| 1 | Data extract & role catalogue | 1 week |
| 2 | Manager interviews | 2 weeks |
| 3 | Critical role scoring | 1 week |
| 4 | Board readout | 1 session |
Minimum company size?
Most useful above ~150 FTE where succession gaps have P&L impact.
What systems do you need?
HRIS export and org chart minimum; performance history helps but gaps are documented if missing.
Is data anonymised in readouts?
Board packs focus on roles and functions; individual names appear only in confidential appendices for HR.
"Critical-role scoring tied to P&L impact changed how our board thinks about development spend—it is not a generic HR exercise anymore."
Scoring methodology
Critical roles are scored on P&L impact, regulatory exposure, and successor depth. Flight risk is flagged from tenure, market pay gaps, and manager input.
Scores are validated in manager workshops so HRIS gaps do not silently distort the heat map.
Deliverables and audience
Board readout includes heat maps by function, recommended development spend, and a 12-month succession action list. Most useful for organisations above 150 FTE.
How this differs from a nine-box
Nine-box grids rank individuals without linking to business risk. Our register ties each critical role to revenue, compliance, or customer outcomes so development spend follows P&L priority.
Apply this methodology
Describe your workforce size and industry.