For executives, CHROs & talent leaders
How do you know who’s actually ready?
OrgInsights measures what people can actually do — 23 capabilities, benchmarked by career level — and joins those scores to your org chart, bench and flight risk.
The Authoritative LensEmpowering Talent, Growth, and Success.
Samples — the Corporate Tool
Look inside the tool.
Eight views recreated from the live tool’s real screens, labels and logic, on a labelled sample organisation.
Step 1 — You are hereTour the screensEight real views below.
Step 2 — LiveRequest a demoSee it on your roles → A walkthrough with a practitioner.
Step 3 — Scope itBook a callBook a call → 30 minutes, scoped plan, no pitch deck.
Corporate Tool — Sample Views112 people · 41 roles · 5 business areas
SAMPLE / ILLUSTRATIVE DATA — Demonstration organisation. Views recreated faithfully from the Corporate Tool. Your deployment shows only your organisation’s data.
Why this exists
Everyone has a system.
Nobody has the evidence.
By the numbers — every figure cited.
have a formal succession plan
Source: SHRMof leaders ready now for critical roles
Source: DDI, 2025 · 10,796 leadersaverage cost to hire one executive externally
Source: SHRM Benchmarking01 — The flagship
The Corporate Tool
Six steps run the annual talent review; Explore then opens every dashboard — same scope, same numbers.
Your People
“Who do we have — and what are we missing?”
Capability
“How capable are we, against what each level demands?”
Performance & Potential
“Who’s delivering today — and who could do more?”
Critical Roles & Bench
“If someone left tomorrow, who steps in?”
Risk
“Where are we exposed?”
Actions & Watchlist
“What are we doing about it — and who owns it?”
The bar rises with seniority — benchmarks, stated out loud
L1New Graduate
L2Junior
L3Consultant
L4Senior
L5Manager
L6Executive
A 62% is strong for a consultant and a warning for a manager — the tool never shows a number without its bar.
Traditional readiness
Two opinions, no receipts.
Readiness = manager rating + potential label
- Asserted in a meeting; no benchmark behind it
- Defensible to no one — not the board, not the person passed over
Evidence-based readiness — OrgInsights
Three layers, printed in the open.
1 · Measured capability vs the target role’s level benchmark
2 · Performance & potential, evaluated this cycle
3 · Risk context — flight risk, tenure, bench load
2 · Performance & potential, evaluated this cycle
3 · Risk context — flight risk, tenure, bench load
- Bench Strength, weighted openly: Ready Now = 1.0 · Ready 1–2 Years = 0.6 · Ready 2+ Years = 0.3, capped at 2.0 per role
- Every nomination carries its fit panel and a “why this person” note
02 — Advisory & Consulting
Fix the system,
not just the shortlist.
Led by Akeel Mohamed, Founder — Senior PM, Professor at Sheridan College, former Head of Global HR Technology & Projects at IAMGOLD.
Talent management advisory
Talent strategy, review facilitation and bench reviews — in plain language for the board.
Succession planning consulting
Critical roles risk-rated; successor slates with computed fit and named gaps.
Organisational effectiveness
Org design and capability programmes keyed to the LEADS gaps your data shows — then re-measured.
Fractional talent leadership
Senior talent leadership before you need the headcount — hiring systems included.
AI readiness
You cannot reskill what you have not measured.
AI adoption is outpacing workforce readiness. Baseline your team's 23 capabilities, target reskilling where the data says it counts, and re-measure to prove it worked. Start with the AI workforce readiness assessment.
03 — OrgInsights Select
Hire and develop on the same evidence.
Seven assessments on the LEADS model. The report returns a fit band, strengths, risks and interview probes — judgment scenarios carry half the score.
OrgInsights Select
General Capabilities
One capability language for hiring, development and succession — scores feed the Corporate Tool. Fewer mismatched hires, and less of the re-hiring cost that follows them.
Pick a segment of the wheel to explore each assessment.
Likert Scale
Scaled agreement items — strongly disagree to strongly agree.
Personality Based
How the person typically works and shows up.
Situational Judgement
Real workplace scenarios — “What should you do?”
Cognitive Thinking
Questions with right answers; reasoning measured, not self-described.
One structured input alongside interviews and work samples — never the sole filter.
The model underneath everything
LEADS: capabilities,
not personality.
23 capabilities in five pillars — measured, benchmarked and developed. Items built by Mapien, one of Australia's top I/O psychology firms.
Limits Risk
Scans for Politicals and Internal Impacts · Manages Risk · Reasons Critically and Solves Problems · Establishes Governance
4 CAPABILITIESEmbraces Agility
Navigates Policies and People · Thrives in Chaos · Leads and Embraces Change · Empowers Team Effectiveness · Plans for the Future
5 CAPABILITIESAchieves Excellence
Develops Talent · Evolves With Technology · Takes Ownership · Drives Performance and Productivity · Exercises Sound Judgement
5 CAPABILITIESDevelops Relationships
Creates Alliances · Demonstrates Empathy · Influences Responsibly · Focuses on Customers · Resolves Conflicts
5 CAPABILITIESSets Purpose
Inspires Others · Communicates Clarity · Moves Data to Action · Embraces Diversity
4 CAPABILITIES
See it on your roles, your people, your numbers
One call. The Tool, the reports,
and a scoped plan.
A live walkthrough of the Corporate Tool and sample reports from all seven Select products — 30 minutes, with a practitioner.
OrgInsights: The Authoritative Lens. Empowering Talent, Growth, and Success.