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Price: $3,500–$6,000 | Quoted on inquiry | Per candidate / role
This report answers the question every organization eventually faces and almost never gets right: is this person structurally ready for this role right now. Not whether they have the skills. Not whether they have the experience. Whether their motion architecture is compatible with what this specific role demands at this specific moment. This report removes opinion, performance bias, and internal politics from succession decisions by evaluating structural compatibility directly.
Decision it informs: Appoint / delay / redirect pipeline.
Who this is for: Boards and executive teams making succession decisions for CEO, C-suite, and senior leadership roles. Organizations with identified high-potential leaders who need structural data before committing to a development path. HR and talent leaders building succession pipelines who want more than performance history and manager assessment.
What you get: A structural comparison between the candidate's motion architecture and the motion field of the role — where they are matched, where there is friction, whether the friction is structural or developmental, and what the system is and is not ready to hold.
Problems it addresses: The succession placement that looked right on every measurable dimension and failed within 18 months. High-potential leaders who plateau the moment they step into the role they were developed for. Boards that cannot explain why their succession process keeps producing the wrong result.
Risk it mitigates: Pipeline investment that develops the wrong person for the wrong role. Board liability on a failed CEO transition. Succession collapse that disrupts organizational momentum at the worst possible moment.
When it's used: Before the board commits to a succession candidate. Before a development path is funded for a specific role. Never as validation after the decision is made.
Gap it fills: Succession planning tools assess competency and potential. This report assesses structural compatibility between a specific person and a specific role at a specific moment — the question that actually predicts whether the placement will hold.
Price: $3,500–$6,000 | Quoted on inquiry | Per candidate / role
This report answers the question every organization eventually faces and almost never gets right: is this person structurally ready for this role right now. Not whether they have the skills. Not whether they have the experience. Whether their motion architecture is compatible with what this specific role demands at this specific moment. This report removes opinion, performance bias, and internal politics from succession decisions by evaluating structural compatibility directly.
Decision it informs: Appoint / delay / redirect pipeline.
Who this is for: Boards and executive teams making succession decisions for CEO, C-suite, and senior leadership roles. Organizations with identified high-potential leaders who need structural data before committing to a development path. HR and talent leaders building succession pipelines who want more than performance history and manager assessment.
What you get: A structural comparison between the candidate's motion architecture and the motion field of the role — where they are matched, where there is friction, whether the friction is structural or developmental, and what the system is and is not ready to hold.
Problems it addresses: The succession placement that looked right on every measurable dimension and failed within 18 months. High-potential leaders who plateau the moment they step into the role they were developed for. Boards that cannot explain why their succession process keeps producing the wrong result.
Risk it mitigates: Pipeline investment that develops the wrong person for the wrong role. Board liability on a failed CEO transition. Succession collapse that disrupts organizational momentum at the worst possible moment.
When it's used: Before the board commits to a succession candidate. Before a development path is funded for a specific role. Never as validation after the decision is made.
Gap it fills: Succession planning tools assess competency and potential. This report assesses structural compatibility between a specific person and a specific role at a specific moment — the question that actually predicts whether the placement will hold.