← HR Metrics·Performance & Development
Leadership Pipeline Strength
Ratio of ready-now successors to leadership positions
How it’s computed
COUNT(ready_now) / COUNT(leadership_roles)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Leadership Pipeline Strength can tell roughly 23 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to performance & development
It's two companies, split by manager
leadership-quality · T1
Most are fine — a tail is struggling
engagement · T1
The system isn't differentiating
measurement-health · T1
You've quietly stopped promoting from within
development-mobility · T1
Your ratings are compressing
performance · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Be clear about what new resources are required to fund new growth opportunities. Set a target to fund them with no increases in cost. Be clear that the focus is on building new capabilities for new growth opportunities.Pull the quantitative data on current headcounts and costs…”
— Leading Organization Designmatch 58%
“The framework creates an integrated view of organization levels, leadership roles, and leadership talent, through a development lens. It provides a way to differentiate the intellectual and emotional demands specific to each level of leadership in the organizational pipeline.…”
— Leading Organization Designmatch 54%
“The best option will be based on such factors as where the top executive wants to spend his or her time, the scope of the roles of direct reports, where jobs need to be placed in order for them to be effective, and comfort with wide as opposed to narrow spans of control.The…”
— Leading Organization Designmatch 53%
Resources: Leading Organization Design