Discover your WCI Score through the CHRO lens.
This is the CHRO lens on the Workforce Contradiction Index. It measures the gap between what the organization promises its people and what it actually practices, then turns that contradiction into a Board-presentable heat map.
Successors named vs successors tested
The assessment checks whether succession confidence is based on real readiness or simply on names that look reassuring on paper.
Retention issues that are actually system issues
It distinguishes bad luck from structural contradictions in retention, manager quality, and capability development.
Talent claims that may not hold under pressure
The heat map surfaces where culture, DEI, and leadership-pipeline promises weaken as soon as the organization faces stress.
The most expensive workforce risks are usually the ones the operating cadence still calls normal.
Risks leadership is not actively tracking
The output is designed to surface hidden workforce risks, not just restate the ones already on the people team's dashboard.
Policy language that breaks at the manager layer
A strong policy story means little if day-to-day practice cannot reproduce it consistently in the business.
WCI lens preview
This WCI lens surfaces the failures boards feel fastest, especially when stated people commitments have drifted from lived practice.
Assessment
10 CHRO questions · ~10 min
Output
Talent System Contradiction Score + hidden risks
Headline
WCI score + heat map + hidden risks
What the heat map measures
Six dimensions weighted for structural talent risk.
Review six areas of workforce risk. Succession readiness and the strength of the workforce plan receive extra weight because they shape the organization’s ability to sustain performance.
Succession Readiness
Whether the organization has real successor depth for critical roles and can demonstrate it under scrutiny.
Strategic Defensibility
Whether the workforce story leadership tells would survive Board-level questioning about resilience, risk, and execution capacity.
Retention Quality
Whether retention patterns reflect an intentional people system or recurring contradictions between promise and lived experience.
Capability Adaptability
Whether the organization can reskill and adapt capability fast enough for what the business is asking of it next.
Leadership Pipeline Rigor
Whether managers are actually being developed and assessed as a pipeline rather than informally promoted into larger spans.
DEI Durability
Whether inclusion commitments hold up in hiring, advancement, and budget pressure rather than collapsing into brand language.
What you leave with
A people-risk WCI view you can use in an executive or Board discussion.
Your Workforce Risk Index, showing the level of risk across the people system.
An overall assessment of how well workforce practices support the organization’s commitments.
Six peer-percentile heat map cells with one-line findings per dimension.
Top three hidden risks specific to your organization rather than generic HR talking points.
Step 1
Answer the CHRO assessment
Ten questions focused on succession, retention, leadership pipeline, adaptability, DEI durability, and the risks not yet surfaced.
Step 2
We score and peer-calibrate the signals
Your answers are assessed across six areas to identify gaps in succession, retention, capability, leadership, inclusion, and workforce resilience.
Step 3
You receive the heat map
Receive a Workforce Risk Heat Map with your score, findings by area, and priority risks to investigate.
WCI risk band guide
How this WCI lens is read
Higher scores indicate a wider gap between workforce commitments and daily practice. Lower scores indicate that succession, development, retention, and leadership practices are more consistent.
Critical
80-100The gap between what is promised and what is practiced is acute enough to threaten retention, bench strength, or execution.
At Risk
60-79Multiple contradictions are active enough that the organization could feel the cost within the next planning cycle.
Exposed
40-59The workforce story is ahead of lived practice.
Resilient
20-39Most material risks are being managed, though one or two dimensions still show slippage under pressure.
Defended
0-19The promised people system is largely holding in practice, with only limited structural exposure visible.
Ready when you are
Discover your WCI Score and see which workforce risks are already structural.
Ten questions, one heat map, and a clearer answer to what is defended, what is exposed, and what leadership is not yet tracking.