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BoardClic Advisory

Bridge the gap between insight and action

BoardClic's Advisory module turns evaluation data into a concrete improvement roadmap, so every board review leads to measurable change, not a slide deck that gathers dust.

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From evaluation to execution.
In one platform.

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Inadequate Succession Planning

Succession planning scored in the bottom

quartile across all evaluation dimensions. No

documented plan exists for CEO or CFO…

Succession planning scored in the bottom

quartile across all evaluation dimensions. No

documented plan exists for CEO or CFO…

Low

3d ago

New issue

Weak Risk Oversight

Risk oversight scored 2.8/5, significantly

below the industry benchmark of 3.9. Multiple open-ended comments regarding describe...

Risk oversight scored 2.8/5, significantly

below the industry benchmark of 3.9. Multiple open-ended comments regarding describe...

High

Created from Board Evaluation

Ineffective Meeting Structure

78% of respondents indicated that meetings

are dominated by operational reporting,

leaving insufficient time for strategy.

78% of respondents indicated that meetings

are dominated by operational reporting,

leaving insufficient time for strategy.

Medium

Created from Board Evaluation

Developing proposals

Annual General Meeting Planning

The 2025 AGM is scheduled for September.

We need to begin preparations including

venue selection, agenda drafting, shareholde…

The 2025 AGM is scheduled for September.

We need to begin preparations including

venue selection, agenda drafting, shareholde…

Medium

4d ago

Board Diversity Improvement

Our board composition does not currently

meet the targets set out in the Hampton-

Alexander Review and the Parker Review…

Our board composition does not currently

meet the targets set out in the Hampton-

Alexander Review and the Parker Review…

High

14d ago

Culture

Not as collaborative as it should be

High

14d ago

Board packs are too short

Board packs are too long

Medium

14h ago

Turn data into action

Data is only useful if acted upon. Advisory automatically takes points of interest from your evaluation, like nuances in "Succession Planning", and provides concrete solutions. It’s the fastest way to resolve specific weaknesses before they become risks.

Tailor-made for your board & industry

Every improvement roadmap is built around your specific scores, your sector, and your board's maturity level, benchmarked against 600+ boards across 50 countries.

Organisation context

Key information about your organisation that shapes AI recommendations.

Country

🇬🇧 United Kingdom

Ownership type

PE-backed

Market cap segment

Mid

Number of employees

50 - 250

Annual revenue

250M - 1B

Regulatory environment

Describe the regulatory landscape relevant to your organisation (e.g., financial services regulations, GDPR, industry-specific compliance requirements)...

Board structure

Describe your board composition (e.g., 8 members, 3 independent, audit and remuneration committees, quarterly meetings)...

Strategic priorities

Key strategic goals for the coming period (e.g., international expansion, digital transformation,

sustainability targets)...

Key strategic goals for the coming period (e.g., international expansion, digital transformation,

sustainability targets)...

Key strategic goals for the coming period (e.g., international expansion, digital transformation,

sustainability targets)...

Key challenges

Current challenges the board is focused on (e.g., talent retention, supply chain resilience, competitive

pressure)...

Current challenges the board is focused on (e.g., talent retention, supply chain resilience, competitive

pressure)...

Current challenges the board is focused on (e.g., talent retention, supply chain resilience, competitive

pressure)...

Catherine Whitfield

Administrator

ESG & Sustainability

International Markets

Digital Transformation

Banking

Aron Inaros

Board member

ESG & Sustainability

International Markets

Digital Transformation

Banking

Catherine Whitfield

Administrator

ESG & Sustainability

International Markets

Digital Transformation

Banking

Sebastian Johansson

Board member

ESG & Sustainability

International Markets

Digital Transformation

Banking

Catherine Whitfield

Board member

Operations

Regulatory Affairs

Legal

Banking

Richard Hargreaves

CEO

HR & People

Digital Transformation

Cyber Security

Catherine Whitfield

Chair of the Board

ESG & Sustainability

International Markets

Digital Transformation

Follow-up checkpoints

2/6

Board confirms updated risk appetite statement

Catherine Whitfield

Audit Committee verifies remediation of flagged control gaps

Catherine Whitfield

Management reports progress against agreed milestones

Mark as reviewed

Add checkpoint

Succession planning must be strengthened to align with UK governance expectations

and protect business continuity for key executive roles.

Succession planning must be strengthened to align with UK governance expectations

and protect business continuity for key executive roles.

Succession planning must be strengthened to align with UK governance expectations

and protect business continuity for key executive roles.

1. Prerequisites

Board mandate and ownership: Confirm the Nomination Committee (NomCo) is

accountable for CEO/CFO succession planning and that the Chair has authority to

convene urgent sessions when triggers occur.

Board mandate and ownership: Confirm the Nomination Committee (NomCo) is

accountable for CEO/CFO succession planning and that the Chair has authority to

convene urgent sessions when triggers occur.

Board mandate and ownership: Confirm the Nomination Committee (NomCo) is

accountable for CEO/CFO succession planning and that the Chair has authority to

convene urgent sessions when triggers occur.

Role-criticality and risk assessment: Agree the risk appetite for leadership

disruption and define “key person” dependencies, including delegated

authorities, banking covenants, regulatory obligations, and investor

communications.

Role-criticality and risk assessment: Agree the risk appetite for leadership

disruption and define “key person” dependencies, including delegated

authorities, banking covenants, regulatory obligations, and investor

communications.

Role-criticality and risk assessment: Agree the risk appetite for leadership

disruption and define “key person” dependencies, including delegated

authorities, banking covenants, regulatory obligations, and investor

communications.

Candidate eligibility and constraints review: Validate interim candidates against

conflicts of interest, independence considerations, contractual terms,

regulatory/fit-and-proper expectations (if applicable), and any notice/consent

requirements.

Candidate eligibility and constraints review: Validate interim candidates against

conflicts of interest, independence considerations, contractual terms,

regulatory/fit-and-proper expectations (if applicable), and any notice/consent

requirements.

Candidate eligibility and constraints review: Validate interim candidates against

conflicts of interest, independence considerations, contractual terms,

regulatory/fit-and-proper expectations (if applicable), and any notice/consent

requirements.

Document baseline and information access: Compile current role descriptions,

delegation of authority (DoA), signatory lists, strategy priorities, and key

stakeholder maps to enable rapid interim transition.

Document baseline and information access: Compile current role descriptions,

delegation of authority (DoA), signatory lists, strategy priorities, and key

stakeholder maps to enable rapid interim transition.

Document baseline and information access: Compile current role descriptions,

delegation of authority (DoA), signatory lists, strategy priorities, and key

stakeholder maps to enable rapid interim transition.

Confidentiality and communications protocol: Establish a confidential handling

process (restricted circulation, secure storage) and a holding

statement/communications tree for market, employees, lenders, and key

customers.

Confidentiality and communications protocol: Establish a confidential handling

process (restricted circulation, secure storage) and a holding

statement/communications tree for market, employees, lenders, and key

customers.

Confidentiality and communications protocol: Establish a confidential handling

process (restricted circulation, secure storage) and a holding

statement/communications tree for market, employees, lenders, and key

customers.

2. Next Steps

Pass an immediate board resolution: Approve a written or meeting resolution

naming interim CEO and interim CFO successors and delegating authority to

activate emergency succession (e.g., to the Chair + Senior Independent Director

+ NomCo Chair) effective immediately.

Pass an immediate board resolution: Approve a written or meeting resolution

naming interim CEO and interim CFO successors and delegating authority to

activate emergency succession (e.g., to the Chair + Senior Independent Director

+ NomCo Chair) effective immediately.

Pass an immediate board resolution: Approve a written or meeting resolution

naming interim CEO and interim CFO successors and delegating authority to

activate emergency succession (e.g., to the Chair + Senior Independent Director

+ NomCo Chair) effective immediately.

Define emergency succession triggers and decision rights: Specify what events

activate the plan (incapacity, sudden departure, suspension, investigation) and

who has authority to implement DoA, signatory changes, and external

announcements.

Define emergency succession triggers and decision rights: Specify what events

activate the plan (incapacity, sudden departure, suspension, investigation) and

who has authority to implement DoA, signatory changes, and external

announcements.

Define emergency succession triggers and decision rights: Specify what events

activate the plan (incapacity, sudden departure, suspension, investigation) and

who has authority to implement DoA, signatory changes, and external

announcements.

Build the formal succession framework (90-day deliverable): Task NomCo to

produce a documented framework covering CEO/CFO (and other critical roles),

including governance, cadence, decision criteria, and board approval points.

Build the formal succession framework (90-day deliverable): Task NomCo to

produce a documented framework covering CEO/CFO (and other critical roles),

including governance, cadence, decision criteria, and board approval points.

Build the formal succession framework (90-day deliverable): Task NomCo to

produce a documented framework covering CEO/CFO (and other critical roles),

including governance, cadence, decision criteria, and board approval points.

Create a long-term talent pipeline review: Map internal successors (ready-now,

1–2 years, 3–5 years), identify capability gaps, and set development actions

(rotations, mentoring, external coaching, stretch assignments).

Create a long-term talent pipeline review: Map internal successors (ready-now,

1–2 years, 3–5 years), identify capability gaps, and set development actions

(rotations, mentoring, external coaching, stretch assignments).

Create a long-term talent pipeline review: Map internal successors (ready-now,

1–2 years, 3–5 years), identify capability gaps, and set development actions

(rotations, mentoring, external coaching, stretch assignments).

Align external search and benchmarking approach: Pre-approve the conditions

for using an external search firm, role specification templates, market

compensation benchmarks, and a shortlist process that can be initiated quickly.

Align external search and benchmarking approach: Pre-approve the conditions

for using an external search firm, role specification templates, market

compensation benchmarks, and a shortlist process that can be initiated quickly.

Align external search and benchmarking approach: Pre-approve the conditions

for using an external search firm, role specification templates, market

compensation benchmarks, and a shortlist process that can be initiated quickly.

Operationalise documentation and access: Update DoA, bank mandates,

Companies House filings (as needed), and internal controls documentation;

ensure secure storage and rapid retrieval of the emergency pack.

Operationalise documentation and access: Update DoA, bank mandates,

Companies House filings (as needed), and internal controls documentation;

ensure secure storage and rapid retrieval of the emergency pack.

Operationalise documentation and access: Update DoA, bank mandates,

Companies House filings (as needed), and internal controls documentation;

ensure secure storage and rapid retrieval of the emergency pack.

3. Resources

NomCo and board time: Dedicated NomCo sessions over the next 90 days, plus

one board decision slot to approve the framework and any updates to interim

designations.

NomCo and board time: Dedicated NomCo sessions over the next 90 days, plus

one board decision slot to approve the framework and any updates to interim

designations.

NomCo and board time: Dedicated NomCo sessions over the next 90 days, plus

one board decision slot to approve the framework and any updates to interim

designations.

Executive support and HR capability: CHRO/Head of Talent to run pipeline

assessment, maintain succession matrices, and coordinate development plans

with business leaders.

Executive support and HR capability: CHRO/Head of Talent to run pipeline

assessment, maintain succession matrices, and coordinate development plans

with business leaders.

Executive support and HR capability: CHRO/Head of Talent to run pipeline

assessment, maintain succession matrices, and coordinate development plans

with business leaders.

Legal and company secretariat: Company Secretary and external counsel (as

needed) to ensure compliance with UK Corporate Governance Code

expectations, employment/contractual implications, disclosure obligations, and

correct governance documentation.

Legal and company secretariat: Company Secretary and external counsel (as

needed) to ensure compliance with UK Corporate Governance Code

expectations, employment/contractual implications, disclosure obligations, and

correct governance documentation.

Legal and company secretariat: Company Secretary and external counsel (as

needed) to ensure compliance with UK Corporate Governance Code

expectations, employment/contractual implications, disclosure obligations, and

correct governance documentation.

External advisors (optional but recommended): Executive search partner for

benchmarking and pipeline mapping; leadership assessment provider for

objective readiness evaluations.

External advisors (optional but recommended): Executive search partner for

benchmarking and pipeline mapping; leadership assessment provider for

objective readiness evaluations.

External advisors (optional but recommended): Executive search partner for

benchmarking and pipeline mapping; leadership assessment provider for

objective readiness evaluations.

Secure tools and artefacts: A controlled-access “succession pack” repository, up-

to-date org charts, role scorecards, and a board-ready succession dashboard.

Secure tools and artefacts: A controlled-access “succession pack” repository, up-

to-date org charts, role scorecards, and a board-ready succession dashboard.

Secure tools and artefacts: A controlled-access “succession pack” repository, up-

to-date org charts, role scorecards, and a board-ready succession dashboard.

4. Risks

Confidentiality breaches and market speculation: Limit distribution to a need-to-

know basis, use secure board portals, and pre-approve communications scripts

and spokespersons.

Confidentiality breaches and market speculation: Limit distribution to a need-to-

know basis, use secure board portals, and pre-approve communications scripts

and spokespersons.

Confidentiality breaches and market speculation: Limit distribution to a need-to-

know basis, use secure board portals, and pre-approve communications scripts

and spokespersons.

Interim candidate capability or acceptability gaps: Use objective assessment

(competency-based evaluation and reference checks), define interim scope limits,

and establish immediate support (advisor/coach, finance controller backfill).

Interim candidate capability or acceptability gaps: Use objective assessment

(competency-based evaluation and reference checks), define interim scope limits,

and establish immediate support (advisor/coach, finance controller backfill).

Interim candidate capability or acceptability gaps: Use objective assessment

(competency-based evaluation and reference checks), define interim scope limits,

and establish immediate support (advisor/coach, finance controller backfill).

Internal morale and retention impact: Communicate development pathways

carefully, strengthen retention levers for high-potential leaders, and ensure fair,

evidence-based succession criteria.

Internal morale and retention impact: Communicate development pathways

carefully, strengthen retention levers for high-potential leaders, and ensure fair,

evidence-based succession criteria.

Internal morale and retention impact: Communicate development pathways

carefully, strengthen retention levers for high-potential leaders, and ensure fair,

evidence-based succession criteria.

Governance ambiguity during activation: Mitigate with clear triggers, a named

activation committee, and pre-approved DoA/signatory changes to avoid

operational delays.

Governance ambiguity during activation: Mitigate with clear triggers, a named

activation committee, and pre-approved DoA/signatory changes to avoid

operational delays.

Governance ambiguity during activation: Mitigate with clear triggers, a named

activation committee, and pre-approved DoA/signatory changes to avoid

operational delays.

5. Suggested Goals

Emergency coverage in place: Interim CEO and CFO designations and activation

authority documented, approved, and stored in the secure board repository.

Emergency coverage in place: Interim CEO and CFO designations and activation

authority documented, approved, and stored in the secure board repository.

Emergency coverage in place: Interim CEO and CFO designations and activation

authority documented, approved, and stored in the secure board repository.

Framework completion: A board-approved CEO/CFO succession framework

delivered within 90 days, including triggers, interim procedures, and governance

cadence.

Framework completion: A board-approved CEO/CFO succession framework

delivered within 90 days, including triggers, interim procedures, and governance

cadence.

Framework completion: A board-approved CEO/CFO succession framework

delivered within 90 days, including triggers, interim procedures, and governance

cadence.

Pipeline depth: Identified internal successor slates for CEO and CFO with at least

one “ready-now” and two “ready-in-1–3-years” candidates (or a documented

external plan where internal options are not viable).

Pipeline depth: Identified internal successor slates for CEO and CFO with at least

one “ready-now” and two “ready-in-1–3-years” candidates (or a documented

external plan where internal options are not viable).

Pipeline depth: Identified internal successor slates for CEO and CFO with at least

one “ready-now” and two “ready-in-1–3-years” candidates (or a documented

external plan where internal options are not viable).

Readiness actions executed: Development plans agreed for all named successors

with measurable milestones (e.g., role rotations, P&L exposure, investor-facing

experience).

Readiness actions executed: Development plans agreed for all named successors

with measurable milestones (e.g., role rotations, P&L exposure, investor-facing

experience).

Readiness actions executed: Development plans agreed for all named successors

with measurable milestones (e.g., role rotations, P&L exposure, investor-facing

experience).

Ongoing board visibility: A quarterly succession dashboard presented to the

board covering coverage status, readiness ratings, development progress, and

key person risk indicators.

Ongoing board visibility: A quarterly succession dashboard presented to the

board covering coverage status, readiness ratings, development progress, and

key person risk indicators.

Ongoing board visibility: A quarterly succession dashboard presented to the

board covering coverage status, readiness ratings, development progress, and

key person risk indicators.

6. Follow-up

Resolution confirmation: Board approves interim CEO/CFO designations and

emergency activation authority — Next board meeting (or via written resolution

within 7 days).

Resolution confirmation: Board approves interim CEO/CFO designations and

emergency activation authority — Next board meeting (or via written resolution

within 7 days).

Resolution confirmation: Board approves interim CEO/CFO designations and

emergency activation authority — Next board meeting (or via written resolution

within 7 days).

90-day framework review: Nomination Committee presents draft succession

framework (emergency + long-term pipeline) for board review — Within 90 days.

90-day framework review: Nomination Committee presents draft succession

framework (emergency + long-term pipeline) for board review — Within 90 days.

90-day framework review: Nomination Committee presents draft succession

framework (emergency + long-term pipeline) for board review — Within 90 days.

Quarterly oversight: Board reviews succession readiness scorecard (bench

strength, development actions, role coverage) and confirms any updates —

Quarterly starting next quarter.

Quarterly oversight: Board reviews succession readiness scorecard (bench

strength, development actions, role coverage) and confirms any updates —

Quarterly starting next quarter.

Quarterly oversight: Board reviews succession readiness scorecard (bench

strength, development actions, role coverage) and confirms any updates —

Quarterly starting next quarter.

The ultimate follow-up engine

Close the loop on every insight. Advisory is the connective tissue of the BoardClic platform. It catches the qualitative red flags uncovered in your evaluations and ensures they are met with a documented path forward. No insight is ever lost, and no problem is left unaddressed.

Finally: board governance that compounds over time

From annual event to continuous discipline

Replace the once-a-year review cycle with ongoing tracking that keeps improvement top of mind between meetings, not just before the next evaluation.

A documented trail regulators and investors trust

Every priority set, every action taken, every improvement logged. BoardClic creates the audit trail that proves your governance is evolving, not just compliant on paper.

Three priorities. Every quarter. No exceptions.

Advisory automatically surfaces the three areas that will have the greatest impact on board effectiveness, cutting through the noise so your board can act, not deliberate.

Advisory for Private Equity

Accelerate action generation

Advisory takes your evaluation issues and instantly generates specific, actionable solutions. It assigns clear ownership, empowering the Chair and Deal Team to implement actions faster and ensure the Value Creation Plan continuously stays on track.

De-risk the "Troika" relationship

Advisory gives the Chair, CEO, and PE Lead visual accountability on value-creating actions. By clarifying exactly who owns what, it provides better visibility and supports the Troika in implementing solutions rapidly before performance drops.

Standardised Excellence at Scale

Implement standardised mechanisms to ensure boards are outcome-focused across your portfolio. Advisory defines a clear process for data insights, housing recommended actions within the evaluation to give LPs a consistent perspective on improvement.

BoardClic for Private Equity

“BoardClic allows us to generate value-creating insights that make decision-making an informed process.”

- Laurent Leksell, Chairman, Elekta

“BoardClic is the very best board review that I have ever come across. The digital platform is easy-to-use, intuitive and provides our board with great questions and actionable insights.”

- Fredrik Wirdenius, Director of the Board, Scandic Hotels

Discover Document & Signing

Discover
Document & Signing

While Advisory builds your future roadmap, BoardClic Storage & Signing protects your past. Link your action plans directly to your historical protocols and signed documents to ensure every strategic decision is backed by the full context of your board’s journey.

Explore Storage & Signing

Why boards trust BoardClic

Perfect fit for any process

BoardClic supports external, internal, and hybrid evaluations with an AI-native, data-driven platform combining independent benchmarking, self-assessment, and tailored solutions for your board.

Unrivalled benchmarks.

Real insight.

Tap into data from 2,000+ board reviews and insights from 7,000+ board members across 600 boards in 50 countries. Know where you stand,and how to get ahead.

Effortless. From start to finish.

BoardClic makes board reviews simple. No spreadsheets. No hassle. Just a smooth, digital experience on desktop, tablet or mobile.

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"Feedback" and "Follow-through"?

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Skills Matrix

Evaluate, identify, and document board skills.

Document & Signing

Ultra-secure storage and integrated signing for all your documents.

More information coming soon

Intelligence

Get guidance and support from our own AI system.

Board Evaluation

Asses board quality, effiency, composition and alignment.

CEO Evaluation

Assess CEO for sustainable value, leadership and corporate health.

Peer Review

Offer performance feedback through self-reflection.

Committee Evaluation

Asses effectiveness, leadership, dynamics and compliance.

Management Team Evaluation

Asses quality, efficiency, composition and team collaboration.

Talk to our expert

Hi, I'm Rob Manson, your dedicated account executive. Reach out to me if you’d like to learn more about how BoardClic for Private Equity can help you maximise board performance and portfolio growth at scale.

From evaluation to execution. In one platform.

Turn data into action

Tailor-made for your board & industry

The ultimate follow-up engine

Finally: board governance that compounds over time

Finally: board governance that compounds over time

Why boards trust BoardClic

Why boards trust BoardClic

Why boards trust BoardClic

Ready to close the gap between"Feedback" and "Follow-through"?

Ready to close the gap between"Feedback" and "Follow-through"?

Get more from BoardClic

Get more from BoardClic

Talk to our expert

Talk to our expert

From evaluation to execution.
In one platform.

Ready to close the gap between
"Feedback" and "Follow-through"?

Ready to close the gap between
"Feedback" and "Follow-through"?