Succession decisions built on performance ratings tell you who performed well in the current role. Succession decisions built on LEAP evidence tell you who has changed how they lead.
Manager Signature Rate
100%
Measurement Period
90 Days
Pipeline Levels
Four
Brandon Hall Awards
9x
ProventusHR is a Leading Bespoke Leadership Advisory whose LEAP journeys produce Kirkpatrick Level 3 evidence at 90 days across four leadership levels. Every Self Impact Showcase records specific observable behaviour change, confirmed by the reporting manager, in a real business situation. Across LEAP cohorts, ProventusHR has a 100 percent manager-signed evidence rate. Accumulated across successive cohorts, this evidence base gives the CHRO the most reliable input available for bench strength assessment and succession planning.
Most organisations have a succession planning process. Very few have a succession evidence base. The difference is critical. A succession process produces a list of names against critical roles, rated on potential and performance. A succession evidence base contains specific, verified, third-party-confirmed evidence of the behaviours those individuals are demonstrating in their current role and building for the next one.
The process produces a view. The evidence base produces a defensible decision. When the Board asks the CHRO why a particular leader has been identified for a critical role, a performance rating is an opinion. A collection of manager-signed Self Impact Showcases documenting specific strategic leadership behaviours practised and confirmed over eighteen months is evidence. LEAP is designed to produce this evidence as a standard output of every cohort.
The succession value of LEAP compounds across cohorts. Each cohort adds a layer of evidence. By the third cohort the organisation has a longitudinal picture of the behaviours its pipeline is producing.
Cohort One: Establish Methodology and First Evidence Set
The first LEAP cohort establishes the measurement standard and produces the first verified behaviour evidence on this group of leaders. For the CHRO, cohort one produces the precedent methodology and the first data points for succession consideration.
Cohort Two: Compare and Identify Pipeline Patterns
The second cohort allows comparison: which behaviours are consistently appearing and which gaps persist? The CHRO can now present the Board with pipeline evidence showing not just individual readiness but systemic trends in leadership behaviour across the organisation.
Cohort Three: Succession-Ready Evidence Base
By the third cohort, the organisation has a longitudinal evidence base covering the specific leadership behaviours required at each level. Succession decisions can now be made against this evidence base. The CHRO can identify which leaders have demonstrated next-level readiness with specific, verifiable, co-signed evidence.
Succession slates built on performance ratings in the current role, predicting current-role continuation rather than next-level readiness
Potential ratings based on assessor impression and recency bias rather than observed behaviour change over time
Critical role vacancies filled reactively because the pipeline evidence base does not exist to identify readiness before the vacancy occurs
What LEAP Evidence Enables
Succession recommendations supported by named behaviour evidence, co-signed by reporting managers, structured for Board presentation
Identification of which leaders have demonstrated the specific behavioural shifts required at the next level, before the vacancy occurs
A longitudinal view of pipeline health enabling the CHRO to show the Board whether the pipeline is deepening year on year
Leadership Journey
The level at which succession evidence is most critical. Directors and function heads preparing for the executive level.
Explore ›Advisory
Integrating LEAP evidence into the succession planning process and presenting pipeline health to the Board.
Explore ›Measurement
How the Self Impact Showcase evidence is structured for Board and investment committee presentation.
Explore ›Coaching
Individual coaching for leaders identified through succession planning as critical to the next transition.
Explore ›LEAP produces Kirkpatrick Level 3 evidence at 90 days: observable behaviour change confirmed by reporting managers. Accumulated across cohorts, this produces a succession evidence base built on verified behaviour rather than performance ratings. The CHRO can identify which leaders have made the specific behavioural shifts required at the next level, before the vacancy occurs.
Each Showcase records the specific behaviour changed, the real situation, the observable outcome, and the reporting manager co-signature. For succession, it tells the CHRO whether the leader has demonstrated the specific behavioural shifts the next-level role requires, confirmed by someone who observed them. This is qualitatively different from a performance rating.
Two cohorts produce meaningful comparison data. Three produce a longitudinal evidence base strong enough for Board-level succession discussions with genuine specificity. ProventusHR designs the multi-cohort architecture from the first engagement so evidence accumulates in a consistent format.
Design for Succession from the Start
The measurement architecture that produces succession evidence is designed in at the first session. The conversation begins with the succession decisions you need to make in three years.
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