-------------------------------------------------------------------------------- title: "Boon | Leadership development for how work is changing" description: "Boon is one coaching and leadership development system for every level of your company." source: "https://www.boon-health.com/" -------------------------------------------------------------------------------- # Your people are taking on bigger jobs. Boon helps them succeed. Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. 300+ ICF-accredited coaches · 4.8 on G2 YOUR MATCHES Two coaches matched to you, and you pick one. Not the right fit? Get a new coach immediately. TRUSTED BY 110+ COMPANIES, INCLUDING THE PROBLEM ## Most people step into a bigger role with no one helping them do it. AI is changing how work gets done. Leaders have to adapt faster and grow their people through real uncertainty. Read more on leadership development for the age of AI. Most companies still support that work with four separate vendors: coaching, manager training, exec support, and team sessions. Nothing connects, so context gets lost and growth doesn't compound. ## Boon is one leadership system with five connected programs. When someone gets promoted, their development history comes with them. THE NETWORK ## Coaches who've done the job before. Former execs, functional leaders, and operators who understand the decisions your team is actually facing. Vetted, calibrated, and part of one system. ### Former Learning Strategy lead, The Home Depot “I help managers find their footing, especially when they're not sure what kind of leader they want to be.” LEADERSHIP INTELLIGENCE ## Behavior change, measured by cohort. Behavioral change is hard to measure and harder to fake. We surface what your exec team needs: aggregated, anonymized, and cohort-measured. GROW COHORTS, Q4 2025 TO Q1 2026 ## What leaders say about Boon coaching Coaching feedback from CHROs, COOs, and People leaders across industries. ### One of our most appreciated benefits “My coach helps me stay accountable and creates space for meaningful conversations around what matters most. As CPO, I'm proud to offer Boon to our employees. It's consistently one of our most appreciated benefits.” ### Two years with the same coach “I've worked with my coach for almost two years and it's been truly transformative. Her thoughtful questions push me to reflect deeply and practice new ways of leading. Coaching has helped me discover insights that continue to shape both my professional and personal life.” ### A core pillar of our total rewards “Boon has quickly become a core pillar of our total rewards package. Support feels less like a vendor and more like a trusted thought partner. I've built a strong partnership with my own coach through dozens of sessions that are consistently authentic, insightful, and transformative.” ### Client results #### How Boon Helped Heartland Vet Partners Grow Leaders at Scale Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices. #### M3 Insurance reached 97% coaching satisfaction with Scale M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by giving every employee access to personalized 1:1 coaching through Boon. FROM THE BLOG ## Insights for leaders building what's next FAQ ## Frequently asked questions #### What is Boon? + ### What is Boon? #### How does Boon show up in the work? + ### How does Boon show up in the work? #### What happens between coaching sessions? + ### What happens between coaching sessions? #### How are managers involved in their team members' development? + ### How are managers involved in their team members' development? #### How much does enterprise coaching cost with Boon? + ### How much does enterprise coaching cost with Boon? #### What results do companies see with Boon? + ### What results do companies see with Boon? #### Can Boon replace multiple L&D vendors? + ### Can Boon replace multiple L&D vendors? ## One leadership development system for every level. -------------------------------------------------------------------------------- title: "About Boon: Leadership Coaching for Every Level | Boon" description: "Boon is one coaching and leadership development system for every level of your company." source: "https://www.boon-health.com/about" -------------------------------------------------------------------------------- # About Boon Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. Boon works with 110+ organizations, from Series A startups to Fortune 500 companies, through a network of 300+ ICF-accredited coaches with operating experience. Each program has its own billing model, and Scale is billed only for completed sessions. ## The team behind Boon Alex Simmons co-founded Boon in 2020 and leads it as CEO. He spent the early part of his career in finance, where performance was measured closely and leadership ability wasn't measured at all. Then a coach helped him move from reacting to acting with intention. Coaching worked, but it only reached a few people at the top. He started Boon to bring it to every level of a company. Boon is headquartered in Royal Oak, Michigan, with a remote-first team. Everyone on the team has access to coaching, because the company runs on what it sells. ### Alex Simmons CO-FOUNDER & CEO ### Caitlin Anderson SR. DIRECTOR OF ACCOUNT MANAGEMENT ### Alex Newman SR. DIRECTOR OF PARTNERSHIPS ### Jamie Fuentes SR. DIRECTOR OF COACH EXPERIENCE ### Zach Ragland CHIEF OF STAFF “A more resilient world built by people who can think clearly, lead others, and hold under pressure.” ## What Boon does ### Boon Scale → 1:1 coaching for every employee, booked directly with a coach matched to their role. Monthly use runs around 30% of eligible employees. ### Boon Grow → A 6-month program for new and rising managers: 12 biweekly 1:1 sessions, group cohort sessions, and check-ins with each participant's manager. Growth is measured with pre and post assessments on 3 to 5 competencies the company picks. ### Boon Exec → Confidential 4-month or 6-month coaching for C-suite leaders, VPs, and senior directors, with coaches who have held senior roles themselves. The sponsor gets progress summaries, never session content. ### Boon Together → Skills workshops of 15 to 45, group coaching for 4 to 8 people on the same team, and team coaching for intact teams, all tied into the 1:1 coaching program. Leadership offsites of 10 to 30 are also available. Pre and post assessments track changes in how the team communicates and makes decisions. ### Boon Adapt → 1:1 coaching for leaders and managers during AI rollouts and restructures. Managers get support through the change itself, alongside the rollout plan and training. ## What makes Boon different ### One system across every level All five programs share one competency model. When someone moves from Scale to Grow to Exec, their coaching history moves with them. ### Coaches with operating experience Boon's 300+ coaches are ICF-accredited former executives, functional leaders, and operators. They are matched by role, industry, and the challenge the leader faces. ### Billing by program Scale is billed per completed session. Grow is a flat fee per participant or per session, set by contract. Exec, Together, and Adapt are quoted per engagement. Every program launches within a week. ### Confidential by design Companies see aggregate participation, themes, and competency trends. Individual session content stays between coach and client. ### Coaching between sessions A summary of goals and action items, plus resources suggested for their focus areas, arrives in Slack or Teams. AI roleplay lets leaders practice hard conversations before they have them. ## Who uses Boon Heads of People, Chief People Officers, and L&D leaders at 110+ organizations, from Series A startups to Fortune 500 companies, use Boon for individual contributors, new managers, senior leaders, and whole teams. Here's what it looks like for employees. “My coach helps me stay accountable and creates space for meaningful conversations around what matters most. As CPO, I'm proud to offer Boon to our employees. It's consistently one of our most appreciated benefits.” Most Boon programs are sponsored by employers. Individuals can also buy Grow directly, often with a development stipend. See Grow for individuals. Boon is not clinical mental health care. ## How Boon works - Step 1 Configure The company picks its programs and 3 to 5 competencies to focus on. - Step 2 Match Each participant fills out a welcome survey and is matched to a coach by role, industry, and goals. - Step 3 Coach Participants book sessions in the Boon portal. Summaries and action items follow in Slack or Teams. - Step 4 Measure Pre and post assessments feed an aggregate dashboard, with reports that can be exported for leadership and board reviews. Across six-month Grow programs, participants show a +23% average improvement in targeted competencies. ## Key facts ## Frequently asked questions ### What is Boon? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. Boon works with 110+ organizations through a network of 300+ ICF-accredited coaches. ### How much does Boon cost? Boon is priced by program. Scale is billed per completed session, Grow is a flat fee per participant or per session set by contract, and Exec, Together, and Adapt are quoted per engagement. Each company gets a custom quote, which you can request through the demo page. ### How is Boon different from other coaching platforms? Boon runs all five programs on one competency model, so a leader's history carries over when their role changes. Coaches are former operators and executives. Pricing follows actual use instead of licenses. ### Who founded Boon? Boon was co-founded in 2020 by Alex Simmons, who leads the company as CEO. He started it after working with a coach during his finance career. ### What programs does Boon offer? Boon offers five programs: Scale (1:1 coaching for every employee), Grow (manager development), Exec (executive coaching), Together (skills workshops, group coaching, and team coaching), and Adapt (coaching through AI change). ### Is Boon coaching confidential? Yes. Boon coaching conversations are private between coach and client, and employers see only aggregate participation, themes, and competency trends. ## Talk to Boon. If you're building something that matters, your leaders need more than a workshop and a wish. Let's talk about what a real system looks like. -------------------------------------------------------------------------------- title: "Boon Pricing | Boon" description: "How Boon pricing works: Scale is billed per completed session with no per-seat fees, Grow is priced per participant or per session by contract, and Exec, Together, and Adapt are quoted per engagement." source: "https://www.boon-health.com/pricing" -------------------------------------------------------------------------------- # Get Boon pricing. Boon is one coaching and leadership development system for every level of your company. Scale is billed per completed session. Grow is priced per participant or per session. Exec, Together, and Adapt are quoted per engagement. Pick a time for your rates. ## What happens on the pricing call? - Which programs fit your team - What drives the price for your organization - Timeline and next steps to launch Prefer email? Write us directly. We reply within one business day. TRUSTED BY 110+ COMPANIES, INCLUDING ## How Boon pricing works Boon is priced by program. Each card shows how the program is billed, how long sessions run, and what is included. Rates depend on how many people take part and how long the program runs, so we quote them on a short call. ### Coaching for everyone - 1:1 coaching open to every employee - Reporting on utilization and workforce sentiment - Employers see aggregate themes, never individual details ### Leadership development - Cohort programs for new and rising managers - Six months of people-leadership skill building - Pre and post assessments on 3 to 5 leadership behaviors you choose - Three touchpoints with each participant's manager: kickoff, midpoint, and close ### Executive coaching - Confidential coaching for C-suite and senior leaders - Four-month and six-month engagements - Coaches with deep experience supporting senior leaders ### Team coaching - Skills workshops, group coaching, and team coaching - Facilitation, design, measurement, and follow-up - Offsites also available, including two to three day formats ### AI change management - Facilitation and 1:1 coaching for AI adoption - A use case toolkit and measurement included ### Every program includes - Coach matching on operator experience, industry context, and goals - HR reporting on program themes, never individual sessions - Slack and Microsoft Teams nudges, prep, and follow-through - A summary of goals and action items, resources suggested for their focus areas, and Practice Space for rehearsing real conversations with AI - Boon inside AI assistants such as Claude and ChatGPT, for session prep and conversation rehearsal - SOC 2 Type II - Live within a week, with enrollment templates ## Results from Boon customers FAQ ## Common questions about Boon pricing Clear answers to common questions. ### How is Boon priced? Boon is priced by program. Scale is billed per completed session. Grow is a flat fee per participant or per session, set by contract. Exec, Together, and Adapt are quoted per engagement. Pick a time at the top of this page and we'll walk through pricing for your team on a 30-minute call. ### How long are Boon coaching sessions? Scale sessions are 30 minutes, short enough to fit into a workday, which is a large part of why employees keep using them. Grow sessions are 45 minutes and Exec sessions are 60 minutes. Together runs 90-minute sessions in a monthly series, or longer formats for offsites. ### Is individual data shared with HR? No. HR sees aggregate themes, never individual session content. ### How quickly can we launch a cohort? Most organizations launch their first cohort within a week. We provide the enrollment templates and launch communications. ### How do you match coaches? We don't use simple algorithms. We match based on operator experience, industry context, and the specific goals identified by the employee. ### Is Boon SOC 2 certified? Boon Health Inc. has a SOC 2 Type II report covering the Security trust services criteria for April 1 through June 30, 2026 (Zero Day CPA). The report is available on request. See Security for details. -------------------------------------------------------------------------------- title: "See Boon in action | Boon" description: "Boon is one coaching and leadership development system for every level of your company." source: "https://www.boon-health.com/demo" -------------------------------------------------------------------------------- # See Boon in action. Boon is one coaching and leadership development system for every level of your company. Book a 30-minute walkthrough of how Boon coaches and develops leaders, and what HR sees. ## In your 30-minute personal demo, you'll learn how Boon - Matches every leader with a coach who has done their job - Builds the program around your company's core competencies - Shows HR the themes across the program while every session stays private Prefer email? Write us directly. We reply within one business day. TRUSTED BY 110+ COMPANIES, INCLUDING ## Security, privacy, and launch. ### SOC 2 Type II Independently audited for security. The report is available on request. ### Sessions stay private Boon does not record session content unless everyone agrees. HR sees aggregated, de-identified data, never individual conversations. ### Data isolated by company Every query is scoped to your organization, with AES-256 encryption at rest and TLS 1.2+ in transit. ### Live within a week Most organizations launch their first cohort within a week, with enrollment templates included. ## Questions. Clear answers to common questions. ### Is individual data shared with HR? No. HR sees aggregate themes, never individual session content. ### How quickly can we launch a cohort? Most organizations launch their first cohort within a week. We provide the enrollment templates and launch communications. ### How do you match coaches? We don't use simple algorithms. We match based on operator experience, industry context, and the specific goals identified by the employee. ### What is your pricing model? Each program is quoted for your team, based on how many people take part, which programs you choose, and how long they run. See Pricing for how each program is billed. ### How does Boon show up in Slack and Microsoft Teams? Boon lives in Slack and Teams as nudges, session prep, and follow-through. The coaching session itself is still scheduled with your coach. ### Does Boon include AI practice between sessions? Yes. Practice Space is live. A leader picks a real conversation (feedback, conflict, a performance review), rehearses it with AI, and gets scored feedback. It lives in the employee portal and as a free public tool. It is practice between sessions, not a replacement for the 1:1. ### Is Boon SOC 2 certified? Boon Health Inc. has a SOC 2 Type II report covering the Security trust services criteria for April 1 through June 30, 2026 (Zero Day CPA). The report is available on request. See Security for details. -------------------------------------------------------------------------------- title: "Boon for Enterprise: Security, Sign-in, Integrations, Sub-processors | Boon" description: "Boon holds a SOC 2 Type II attestation, isolates each customer's data at the database level, and connects to Slack, Microsoft Teams, and Google and Outlook calendars. Security, sign-in, rostering, data handling, and sub-processors in one place." source: "https://www.boon-health.com/enterprise" -------------------------------------------------------------------------------- # Boon for enterprise Boon holds a SOC 2 Type II attestation, isolates each customer's data at the database level, and works alongside the tools your teams already use. This page covers security, sign-in, rostering, integrations, data handling, and sub-processors. Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. ## Is Boon SOC 2 compliant? Full details are on the Security page. ## How do people sign in? ## How are employees added? Admins add employees in the Boon admin portal, one at a time or in bulk by CSV upload, and deactivate people from the same portal. Boon does not offer a native HRIS sync today. During onboarding, the Boon team can help set up a roster pull from your HRIS. ## What does Boon integrate with? ## How is coaching data handled? ## Which sub-processors does Boon use? SUB-PROCESSOR PURPOSE LOCATION Supabase Database, authentication, server functions US Amazon Web Services Infrastructure underlying Supabase Vercel Web application hosting US, global edge Salesforce CRM and session scheduling records HubSpot CRM and transactional email Google Sign-in and Google Calendar sync, where used Microsoft Outlook Calendar sync and Teams app, where used Slack Slack app and operational notifications Zoom Video sessions, where used Typeform Some participant surveys EU (Spain) Anthropic Primary AI provider, zero data retention OpenAI Fallback AI provider, training opt-out Perplexity Public web lookup of your company name for coach matching and program insights; no personal data is sent Sentry Application error monitoring Stripe Payments for individual self-paid purchases only; does not process enterprise customer data For the SOC 2 report, our data processing agreement, or a security questionnaire, email security@boon-health.com. ## Frequently asked questions #### Is Boon SOC 2 compliant? + #### Does Boon support SSO and SCIM? + #### Does Boon integrate with our HRIS? + #### Where is Boon customer data stored? + #### How do we get Boon security documentation? + Request the security packet SOC 2 Type II report, data processing agreement, and questionnaire support. Want to know how coaches are selected and results are measured? See Methodology. -------------------------------------------------------------------------------- title: "Security | Boon" description: "How Boon protects your data. Learn about our infrastructure security, data protection practices, coaching confidentiality, and compliance standards." source: "https://www.boon-health.com/security" -------------------------------------------------------------------------------- # Security Last Updated: October 3, 2026 Boon serves enterprise organizations that entrust us with sensitive employee development data. We take that responsibility seriously. Security is built into every layer of our platform, from infrastructure to coaching session confidentiality. This page describes the measures we take to protect your data. If you have questions or need additional documentation for your security review, contact us at security@boon-health.com. For sign-in, integrations, and sub-processors, see Boon for enterprise. ## SOC 2 Type II Boon Health Inc. received an unqualified SOC 2 Type II attestation from Zero Day CPA, PC. The report covers the Security trust services category only for the period April 1, 2026 through June 30, 2026. Availability, Processing Integrity, Confidentiality, and Privacy are not in scope. The report is not public. Prospects can request it at security@boon-health.com. ## Infrastructure The Boon platform is hosted on enterprise-grade cloud infrastructure with built-in redundancy and high availability. - Application hosting on Vercel's edge network with automatic failover and global CDN distribution - Database and authentication services powered by Supabase, built on AWS infrastructure with automated backups - All environments are isolated by role: production, staging, and development are fully separated - Infrastructure is provisioned and managed through code, reducing manual configuration errors ## Data Encryption All data is encrypted both in transit and at rest. - In transit: All connections are secured with TLS 1.2 or higher. HTTPS is enforced across all endpoints with HTTP Strict Transport Security (HSTS) enabled - At rest: Database storage uses AES-256 encryption. Backups are encrypted using the same standard - Secrets management: API keys, credentials, and sensitive configuration values are stored in encrypted environment variables, never in source code ## Access Control We enforce the principle of least privilege across all systems and data access layers. - Multi-tenant isolation: Every database query is scoped by organization. Row-level security (RLS) policies enforce data isolation at the database layer, so one organization can never access another's data - Authentication: User authentication is handled through secure, industry-standard protocols with session management and token expiry - Role-based access: Platform access is segmented by role (employee, coach, administrator, program manager) with permissions enforced at both the application and database levels - Internal access: Boon team access to production systems is restricted to authorized personnel and requires multi-factor authentication ## Coaching Confidentiality Confidentiality is fundamental to effective coaching. Our platform is designed to protect the privacy of coaching relationships. - Boon does not record or transcribe coaching sessions, and does not store session recordings - Coaches keep short notes in Boon to follow up between sessions; these notes are never shared with employers - Employers receive only aggregated, de-identified data such as participation rates and program-level outcomes - Individual survey responses are not shared with employers unless the participant explicitly opts in - Coaches are bound by professional ethics codes and Boon's confidentiality agreements For full details on what data is collected and how it is used, see our Privacy Policy. ## Application Security - Security headers enforced across all pages: X-Content-Type-Options, X-Frame-Options, Referrer-Policy, and Permissions-Policy - Input validation and parameterized queries to prevent injection attacks - Cross-site scripting (XSS) protections built into the application framework - Clickjacking prevention via frame denial headers - Third-party dependencies are monitored for known vulnerabilities and updated regularly ## Data Handling and Retention - Personal data is retained only as long as necessary to fulfill the purposes described in our Privacy Policy - Customer data is returned or deleted within 90 days of termination, subject to legal obligations - Automated database backups are performed daily and retained for disaster recovery purposes - Data deletion requests are honored in accordance with applicable privacy laws ## Incident Response Boon maintains an incident response plan to address potential security events promptly and transparently. - Defined procedures for identifying, containing, and resolving security incidents - Affected customers are notified within 72 hours of Boon becoming aware of a personal data breach - Post-incident reviews are conducted to identify root causes and implement preventive measures ## Vendor and Third-Party Security We evaluate the security posture of every third-party service that processes customer data, and require critical vendors to maintain appropriate security certifications and notify us of material changes to their security practices. The full, current list of sub-processors, with what each one does and where it runs, is on the Boon for enterprise page. ## Employee Security Practices - All Boon team members complete security awareness training - Access to production systems and customer data is granted on a need-to-know basis - Multi-factor authentication is required for all internal tools and services - Endpoint devices used for development and operations follow security baseline requirements ## Enterprise Security Reviews We understand that enterprise customers often require detailed security documentation as part of their procurement and compliance processes. Boon is happy to support your review by providing: - SOC 2 Type II report (Security) covering April 1, 2026 through June 30, 2026 - Responses to security questionnaires and vendor assessment forms - Architecture and data flow documentation - Details on our security controls and practices To request security documentation or schedule a review, contact security@boon-health.com. ## Report a Vulnerability If you believe you have found a security vulnerability in the Boon platform, we encourage you to report it responsibly. Please contact us at security@boon-health.com with details of the issue. We will acknowledge receipt and work to resolve confirmed vulnerabilities promptly. Copyright 2026 Boon Health Inc. All rights reserved. -------------------------------------------------------------------------------- title: "Methodology: How Boon Vets Coaches and Measures Results | Boon" description: "Boon accepts roughly the top 1 to 2% of coach applicants, all ICF-accredited with operating experience, and measures coaching with pre and post competency ratings reported at cohort level." source: "https://www.boon-health.com/methodology" -------------------------------------------------------------------------------- # How Boon vets coaches and measures results Boon accepts roughly the top 1 to 2% of coach applicants, all ICF-accredited with operating experience, and measures coaching with pre and post competency ratings reported at cohort level. This page explains how coaches are selected and matched, how results are measured, and what your team sees. ## How are Boon coaches vetted? Boon's network of 300+ coaches comes from roughly the top 1 to 2% of applicants. Every coach meets the same bar: - ICF-accredited credential. - Operating experience: former executives, functional leaders, and operators who have run teams themselves. - A background check before working with any participant. - Professional liability insurance, kept current while they coach with Boon. ## How are coaches matched? Each participant is matched on role, industry, and the challenge they are facing. A person on the Boon team confirms every pairing. If the fit is wrong, Boon rematches immediately. ## How is progress measured? - Your organization chooses 3 to 5 competencies, such as feedback, delegation, or decision-making. - Participants are rated on a 1 to 5 scale before the program and again at the end. - Most ratings are participant self-assessments. Manager and 360 ratings are available when you want a second view. - Results are reported at cohort level, never for an individual. Cohort competency report GROW COHORTS, Q4 2025 TO Q1 2026 Emotional resilience 2.9 3.7 +28% Manager decision clarity 2.8 3.5 +25% Psychological safety 3.2 3.9 +22% Conflict navigation 2.5 +17% Average competency growth is +23% across six-month Grow programs. Self-ratings can overstate change, which is why results are read across a cohort and why manager and 360 ratings are offered. ## What does your team see? Program leads see aggregate participation, the themes coming up across sessions, and competency trends. Individual session content stays between the coach and the participant. See Security for how that data is protected. ## How is coaching quality monitored? Participants rate their sessions through short feedback surveys. Across programs, Boon averages 96% session satisfaction, a Net Promoter Score of +87, and 89% session attendance. ## Frequently asked questions #### How selective is Boon about coaches? + #### How does Boon measure coaching outcomes? + #### Are the ratings self-assessed? + #### Can we use our own competency framework? + #### Do Boon coaches follow a set coaching model? + See a sample cohort report We will walk through how measurement would work on your competencies. Evaluating Boon for IT or procurement? See Boon for enterprise. -------------------------------------------------------------------------------- title: "Coach with Boon | Join 300+ ICF-accredited Coaches | Boon" description: "Boon matches ICF-accredited coaches who have run teams themselves with leaders facing challenges they have already navigated, and handles the context, scheduling, and measurement around the work." source: "https://www.boon-health.com/coaches" -------------------------------------------------------------------------------- # Coach leaders through what you have already done. Boon matches ICF-accredited coaches who have run teams themselves with leaders facing challenges they have already navigated. We handle the context, scheduling, and measurement around the work. 300+ Coaches 110+ Organizations ICF Credential required Olga Volgin Former Principal Software Eng Manager, Microsoft Amy Kelly Lauer Former SVP/GM, Sephora Keith Cocking Former Learning Strategy lead, The Home Depot Colin Cosgrove Former sales and compliance leader, Google ## What we look for Boon accepts roughly the top 1 to 2% of applicants. Every coach meets the same bar. - ICF-accredited credential. - Operating experience: you have run a team, a function, or a business yourself. - A background check before you work with any participant. - Professional liability insurance, kept current while you coach with Boon. ## What coaching with Boon looks like ### Matched to what you know You are matched with leaders facing challenges you have navigated yourself, based on role, industry, and the problem in front of them. ### Context before the first session You start with the organization's culture, constraints, and success criteria, so session one is not spent on background. ### Your practice, your approach Boon does not script sessions or require a single framework. You bring the craft; Boon provides the structure and measurement around it. ### Paid for the coaching You are compensated fairly for your judgment and time. Boon does not sell you access to clients or push you to convert them. ## The programs you would coach in Boon runs five connected programs, so a coach can work with an individual contributor, a new manager, a team, or an executive inside one system. Scale 1:1 coaching any employee can book when they need it. Grow Six-month cohort leadership development for managers and rising leaders. Exec Confidential coaching for C-suite and senior leaders. Together Facilitated team sessions on alignment, communication, and trust. Adapt Coaching-led change management for AI adoption. ## What your clients get between sessions ### Goals and action items After each session your client gets a summary of their goals and action items, so commitments do not get lost. ### In Slack and Teams Action items and reminders show up where your clients already work. ### Practice before the real conversation Clients can rehearse a hard conversation with AI roleplay in the Practice Space, then bring what they learned to you. ### Recommended resources Clients get resources matched to what they are working on, between sessions. ## Questions from coaches #### What does Boon look for in coaches? + #### How long does the application take to review? + #### Do Boon coaches have to use a specific coaching model? + #### Which programs do Boon coaches work in? + How coaches are matched and how results are measured: Methodology. ## Apply to coach with Boon We review every application. Average response: 2 to 3 weeks. -------------------------------------------------------------------------------- title: "For Individuals - Professional Coaching | Boon" description: "Accelerate your growth as a leader. A professional coach matched to your goals, and a platform that keeps you growing between sessions." source: "https://www.boon-health.com/individuals" -------------------------------------------------------------------------------- # Accelerate your growth as a leader. A professional coach matched to your goals, and a platform that keeps you growing between sessions. THE REALITY ## Leadership doesn't come with a manual. You got promoted because you were great at your job. Now the job is different. You're navigating team dynamics, making decisions with incomplete information, and having conversations no one trained you for. Most people figure it out alone through trial and error, late-night overthinking, or advice from people who don't know the full picture. Boon gives you something better: a professional coach who's been where you're going, and a platform that helps you grow between sessions. THE OPPORTUNITY ## A dedicated partner for the moments that matter. A coach doesn't give you answers. They help you find better ones, faster. You'll build the judgment, presence, and skills that compound throughout your career. We focus on the skills that actually move your career: decision-making, communication, executive presence, and navigating ambiguity. #### High-Stakes Moments Preparing for a difficult conversation, a critical presentation, or a decision that affects your team's trajectory. #### Role Transitions Moving from individual contributor to manager, stepping into a bigger scope, or leading a team through change. #### Accelerating Your Trajectory Building influence, developing executive presence, and positioning yourself for what's next. YOUR GROWTH PLATFORM ## Coaching that continues between sessions. Most coaching disappears the moment the call ends. Boon's employee portal keeps your development visible, actionable, and moving forward. #### Action Items and Next Steps After each session, your coach's action items and plan are waiting in your portal, with a suggested practice based on them. Check items off as you go and bring what you learned to the next session. #### Confidence Tracking Visualize how your self-reported confidence changes across your coaching engagement. See the growth trajectory that's hard to notice day-to-day. #### AI Roleplay Practice difficult conversations before you have them. Rehearse giving tough feedback, negotiating a raise, or navigating a tense team dynamic with an AI simulation that helps you prepare. #### Slack Integration Your action items and commitments surface directly in Slack, so the work you do with your coach follows you into your daily workflow. No separate app to forget. TRUST BY DESIGN ## Your sessions stay private. Your coaching conversations are private. Your manager and HR never see what you discuss. That's non-negotiable because trust is the foundation. What your organization sees is aggregate, anonymized data: overall participation, themes across the company, and whether the investment is working. Nothing about you individually. #### Confidential Conversations Your sessions are a protected space. Your coach will never share specifics with your manager or HR. #### Anonymous Reporting Employers only see high-level patterns, like "40% of participants are working on communication skills." #### Your Choice Coaching is entirely opt-in. You decide when to start, what to work on, and when you're done. NEXT STEPS ## Start in five minutes. If your company offers Boon, you're a few clicks away from your first session. Sign in through your company's portal link with a one-time code sent to your work email. No password, no setup. Answer a few questions about your goals. We'll match you with a certified coach who's been where you're going. Choose a time that works. Most sessions are 30-45 minutes via video. Come with whatever's on your mind. NOT AVAILABLE YET? ## Bring Boon to your organization. If your company doesn't offer Boon, you can help change that. We've made it easy to share Boon with your HR or L&D team, and we'll take it from there. Organizations choose Boon because it's a leadership development system: one platform for 1:1 coaching, cohort programs, executive development, and team workshops. Real-time dashboards for HR. Manager visibility without breaking confidentiality. If your company is serious about developing leaders, they should see what Boon offers. ## Your growth compounds. Every conversation builds judgment, confidence, and capability that stays with you. If your organization offers Boon, this is your investment to claim. -------------------------------------------------------------------------------- title: "Boon Coaching for Microsoft Teams | Boon" description: "Support and setup guide for the Boon Coaching Microsoft Teams app. Learn about installation, account linking, notifications, and privacy." source: "https://www.boon-health.com/teams-support" -------------------------------------------------------------------------------- # Boon Coaching for Microsoft Teams ## What the app does The Boon Coaching Teams app keeps your coaching journey front and center, right where you already work. It delivers timely nudges, reminders, and goal check-ins so nothing falls through the cracks between sessions. - Session reminders and preparation prompts - Goal check-ins and progress nudges - Interactive cards you can respond to directly in Teams - Links back to your coaching portal for deeper work ## How to install Open the Apps sidebar in Microsoft Teams, search for Boon Coaching, and click Add. The app will appear in your left rail and start delivering messages once your coaching program is active. If you don't see the app in search results, your IT administrator may need to approve it first. Ask your admin to enable Boon Coaching in the Teams Admin Center, or reach out to us at hello@boon-health.com and we'll help coordinate. ## Connecting your account Your Boon account is automatically linked when you install the app using the same email address associated with your coaching program. No manual linking or sign-in is required. You can access your full coaching portal anytime at my.boon-health.com. ## Notification preferences Boon sends messages at thoughtful intervals designed to support your development without overwhelming your workday. You can change how often messages arrive in your Boon settings. If you'd like to adjust your notification preferences, contact your program admin or email us at hello@boon-health.com. ## Privacy Your coaching conversations are confidential. The Teams app does not read your chats, access your calendar, or collect any data beyond what is needed to deliver coaching nudges. - The app does not monitor your Teams messages or activity - The app does not share data with your employer beyond aggregate program metrics - The app does not access your files, calendar, or contacts For full details, see our Privacy Policy. ## Need help? If you have questions or run into any issues, email us at hello@boon-health.com. We typically respond within one business day. -------------------------------------------------------------------------------- title: "Enterprise Coaching & Leadership Development Programs | Boon" description: "Boon is one coaching and leadership development system for every level of your company, with five programs: Scale, Grow, Exec, Together, and Adapt." source: "https://www.boon-health.com/solutions" -------------------------------------------------------------------------------- # One leadership system. Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. Its five programs share one coach network and one dashboard. BY THE NUMBERS ## What customers see across every program Visibility without surveillance. Aggregated across our customer base. Individual sessions stay inside the coach relationship. FIND YOUR FIT ## Where is your leadership system under pressure? Pick the sentence that sounds most like this quarter. The programs that fit will highlight. No answer is mutually exclusive. Most customers run two or three together. PROGRAMS THAT FIT PROGRAM 1 OF 5 Boon Scale 1:1 coaching for everyone. ## Coaching is usually reserved for senior leaders. Everyone else gets a benefits brochure. Confidential 1:1 coaching for every employee who wants it, covering professional growth (career, managing up, leadership confidence) and the pressures that affect performance (workload, priorities, hard conversations). Matched to operator coaches by role and goals. Usage-based, not per-seat. Sessions are confidential, always. WHO IT'S FOR Every employee who opts in. Not reserved for the top of the org chart. WHEN IT FITS “Companies scaling past 300 who need a benefit that actually gets used.” WHAT YOU'LL SEE FIRST MONTH Live within a week. Employees matched and booking their first sessions without mandate or roll-call. YEAR ONE Average 30% monthly utilization. Roughly 10 sessions per employee who opts in. 96% CSAT across completed sessions. ONGOING Aggregated, anonymized themes tell you where the organization is straining. Individual sessions stay inside the coach relationship, always. PROGRAM 2 OF 5 Boon Grow When your managers are underwater. ## Your best ICs get promoted and become your weakest managers. A 6-month cohort program built around 1:1 coaching (12 sessions) with optional peer group coaching, customized to 3 to 5 of your core competencies. Manager alignment touchpoints at kickoff, midpoint, and close loop in the participant’s manager so feedback doesn’t live only in the session. New and rising managers. Cohorts of 8 to 16, typically 0 to 18 months into the role. “The moment management becomes the constraint on execution.” Cohort launched. Competencies calibrated to your rubric. Participant’s manager briefed and bought in. MIDPOINT Optional peer group coaching compounds the 1:1 work. Manager alignment check-in surfaces what’s landing and what isn’t. CLOSE +23% average competency growth against a repeatable pre/post assessment. The rubric follows the next promotion. PROGRAM 3 OF 5 Boon Exec When the stakes are highest. ## Your senior leaders are making second-order decisions with no thinking partner. A four- or six-month structured engagement: Discovery, Intensive Sparring, Application, Sustain. Bi-weekly 1:1 sessions with ICF-accredited executive coaches, many of whom held senior roles themselves, matched to the leader’s role. Discovery includes 3 to 5 stakeholder interviews, plus a formal Boon 360 in the six-month option. Sponsor receives progress summaries at midpoint and close. Session content stays confidential. C-suite, SVP, VP, and senior director leaders. For leaders carrying the biggest decisions. “The transition from operator to organizational leader.” DISCOVERY Stakeholder interviews completed, and a Boon 360 in the six-month option. Coach matched on role and on the decisions the leader faces. Rematch immediately if chemistry is off. INTENSIVE Bi-weekly sparring on the decisions actually in front of the exec: org design, board dynamics, successor development, personal capacity. 85% of participating execs report increased decision confidence. Sponsor receives focus-area progress, never session content. PROGRAM 4 OF 5 Boon Together When the team needs to get on the same page. ## Your leadership team shares a title but not a language. Three connected formats: skills workshops (15 to 45, run as a series), group coaching for 4 to 8 people on the same team (6 months), and team coaching for intact teams. Leadership offsites (10 to 30, 2 to 3 days) are also available when a team needs dedicated time. Anchored in the same calibration model as Scale, Grow, and Exec, so vocabulary compounds across levels. Designed with your team. Intact teams from 4 to 45: leadership groups, cross-functional partners, manager circles. “The moments when a team needs to become a system.” FIRST SESSION Shared vocabulary forms. The disagreements that blocked the last quarter get named out loud. DURING ENGAGEMENT Pre/post team assessments show coordination, communication, and decision-alignment shifts while the engagement is live. AFTER The team keeps the shared language and the practices it built during the engagement. PROGRAM 5 OF 5 Boon Adapt When AI adoption becomes a people problem. ## You’re betting on AI adoption, and the people problem is bigger than the tooling problem. Cohort-based, coaching-led change management for teams making AI adoption stick. Custom scopes mapped to the pattern you’re trying to change: engineering and PM rollout, go-to-market motion, enablement at scale. Teams in the middle of a named AI rollout where behavior is the blocker. “The moment AI adoption becomes a people question.” KICKOFF Program scoped to your adoption pattern. Managers understand what they own. DURING Coaching wraps the change. Managers hold the room after your consultancy leaves. The team keeps the capability. Most Adapt engagements continue with a core pillar, because the habit needs somewhere to live. HOW THE PROGRAMS CONNECT ## What the five programs share The programs aren't separate products we happen to sell together. They share three things most stitched-together toolchains can't. The same operator-coach pool serves Scale, Grow, Exec, and Together. A coach who runs a Grow cohort can pick up a 1:1 in Scale. When someone gets promoted, their development history comes with them. The competencies measured in Grow are the same ones an exec is coached against in Exec. One shared rubric across programs. Language compounds across levels. Aggregated, anonymized themes reach your People team each quarter. Session content stays with the coach. The signal you need to make a calibration, hiring, or manager-of-managers decision, without compromising individual confidentiality. HOW WE PRICE ## How does Boon price coaching engagements? Every engagement is scoped to your team size, program mix, and inflection point. Boon uses usage-based pricing, not per-seat licenses. Here's what scoping looks like, so the first call isn't a guessing game. One conversation with a Boon partner. You describe the pressure. We sketch which programs plausibly fit. If we don’t fit, we say so. A written scope with program mix, coaches, cadence, and how each program is billed. Kickoff, match, first sessions. Your Boon partner stays on for the full engagement. Same person from proposal through year five. EXPLORE BY TOPIC ## Guides for building a leadership program ### Coaching for Managers What to look for in a management coaching program and how to measure its impact. ### Leadership Coaching Programs Building a leadership coaching program that spans every level. Start with what leadership development actually means. ### AI-Ready Leadership Developing leaders who can decide under ambiguity and coach teams through constant change, as one connected system. ### Leadership Development for CHROs Consolidate fragmented development spend into one system and prove the lift with board-ready competency data. ### For People & L&D Teams One program across every level. One coach network, one onboarding, one dashboard. WHAT CUSTOMERS SAY ## What People leaders say about Boon “One of the things that set Boon apart was how personalized their match process was. Boon was one of the only solutions that truly combined personal and professional development.” “What surprised me most was how coaching connected the dots between personal well-being and professional performance. Employees were not just more productive. They were more present, more collaborative, and more invested in our mission.” ## Frequently asked questions ### How much does Boon cost? ### How long does implementation take? ### Can I start with one program and add others? ### How does Boon measure coaching effectiveness? ### What makes Boon different from other coaching platforms? ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "1:1 Employee Coaching Benefit for Every Level | Scale | Boon" description: "Boon Scale is an employee coaching benefit: confidential 1:1 coaching for every employee." source: "https://www.boon-health.com/solutions/scale" -------------------------------------------------------------------------------- # 1:1 coaching for every employee. Boon Scale is an employee coaching benefit: confidential 1:1 coaching any employee can book when they need it. You pay only for the sessions people use. WHAT ENGAGEMENT ACTUALLY LOOKS LIKE 30% Monthly utilization, sustained ~10 Sessions per user, annual average <1 wk Contract to launch Your coach Matched to your role Confidential, between you and your coach. 01 · THE COACHING GAP ## Coaching shouldn't be reserved for senior leaders. Executives get a dedicated coach. Everyone else gets an EAP link and a wellness app they never open. Scale brings real coaching to every employee, at a price that works when the answer is yes for everyone. LEGACY EAP BOON SCALE 02 · HOW MATCHING WORKS ## Coach matches within a day. Employees complete a short welcome survey. A real person reviews it and hand-picks two coaches for role and context, and most people have their matches within a day, by email and in their portal. They book with whichever one clicks. Switching is always free. ### How does Boon match employees with coaches? WELCOME SURVEY What we'll match you on - Answers received Just now - A coach matcher hand-picks your options A real person reviews what you shared - Your matches arrive By email and in your portal, usually within a few hours my.boon-health.com Matching in progress YOUR MATCHES ARE READY Pick the coach who feels right. Elizabeth Dolman Leadership development · Professional growth WHY WE MATCHED YOU Coaches managers on leadership and professional growth, which lines up with becoming a stronger manager. Diny Chen Holistic coaching · Navigating change Takes a whole-person approach to change, a fit for adapting to change while keeping stress in check. 03 · WHAT COACHING COVERS ## Built for the whole person. Coaching that treats employees as whole people. They don't leave their lives at the door and Scale doesn't ask them to. PROFESSIONAL GROWTH ### How people move forward at work - Managing up and across - Career pathing and next moves - Time management and focus - Leadership confidence - Conflict and difficult conversations PERSONAL WELLBEING ### How people sustain themselves outside of it - Managing workload and pressure - Work-life boundaries - Interpersonal relationships - Sustaining energy over time - Resilience through change Scale covers both professional and personal growth. 04 · THE FOUR STEPS ## How Scale works From kickoff to first sessions within a week. Most HR teams spend less than two hours per month on Scale after launch. ### How does Boon Scale work? ### Launch Upload a CSV roster. Launch comms we write. Live within a week. ### Match Welcome survey, then two hand-picked coach matches, usually within a day. ### Coach Real 1:1 sessions. Private by default. Switch coaches any time, no penalty. ### Measure Dashboard shows adoption and themes. Individual sessions stay private. 05 · WHAT A YEAR LOOKS LIKE ## Coaching that runs year-round. The people who get the most out of Scale treat it as a year-round resource. Coaching compounds when it keeps going, not when it stops after three sessions. 06 · CONFIDENTIALITY BUILT IN ## Visibility without surveillance. Your people have to trust the program for it to work. That means HR sees aggregates, not individuals. ### Is Boon Scale coaching confidential? ### What stays in the room Session-level content. Never shared. - Specific session content - Individual challenges or struggles - Names, identifiers, or attribution - Personal goals or career considerations - Anything that could identify a single employee ### What HR sees Aggregate signal. Never individual. - Utilization by cohort or department - Coaching theme aggregates (e.g. 15% focused on conflict) - Engagement trends over time - Wellbeing scores before and after coaching - Program ROI and budget pacing PRIVACY COMMITMENT Session content never leaves the coach relationship. Ever. The day it did, the program would stop working. 07 · WHAT CHANGES ## What HR and finance teams actually notice. Four shifts we see across Scale customers in the first two quarters of a rollout. For the underlying pattern across 72,000+ anonymized coaching sessions, see The Work AI Can't Do Alone, our 2026 State of Coaching report. 01 ### Engagement that actually moves People don't treat Scale like a crisis line. They book proactively, month after month. - Sustained 30% monthly utilization - Repeat engagement 02 ### Measurable productivity lift When people have somewhere to think, work gets clearer. Less time spent stuck, more time spent shipping. - 20% avg productivity improvement - 96% employee CSAT 03 ### Stronger retention Coaching meets people during the moments they would otherwise consider leaving. Your best people stay longer. - Higher engagement scores 04 ### Burden off managers First-line leaders are no longer the only place stressed employees can go. Manager time shifts back to the work. - Fewer manager escalations - Healthier 1:1 conversations 08 · PAY PER SESSION ## Pay for coaching people actually use. Most enterprise coaching platforms charge per seat whether anyone shows up. Scale is usage-based. You pay for completed sessions, not unused licenses. That's how coaching for every employee becomes affordable. Planning low, base, and high cases? Use the leadership development budget worksheet with your quoted session rate. USAGE-BASED Billed per completed session. - 01 Open to all employees. No tiering. - 02 Credentialed coaches from our network - 03 Private by default. Aggregated reporting. - 04 Launch within a week - 05 No annual commit. No seat minimums. 09 · ELSEWHERE IN THE SYSTEM ## Scale is one pillar of five. Most organizations run Scale alongside Grow for structured manager cohorts and Exec for senior leaders. The vocabulary compounds instead of resetting at every level. Boon Grow Cohort development for managers. Boon Exec Executive coaching for senior leaders. Boon Together Team coaching and skills workshops. Boon Adapt AI change management. SOCIAL PROOF ## What employees say after the sessions. TRUSTED BY PEOPLE-FIRST ORGANIZATIONS My Boon coach has been amazing. I've been working with her for almost two years and it has been truly transformative. Her thoughtful, challenging questions push me to reflect deeply and practice new ways of leading. HaMy V. · Chief Operating Officer REVIEW VIA G2 Stacey has helped me strengthen my executive presence, delegate so my job is manageable, and share tools and resources that I keep coming back to. Company President · Professional Services APPROVED FOR ATTRIBUTION Boon has been one of the most valuable investments in my growth. My coach challenges me in ways I didn't expect and has helped me become a stronger, more intentional leader. Senior Director · Enterprise SaaS CASE STUDY How M3 Insurance hit 97% coaching satisfaction with Scale ## FAQs ### What is an employee coaching benefit? ### What are the best employee coaching benefits? ### How many employees use a coaching benefit? ### Is this therapy? ### How is this different from an EAP? ### Will managers see session content? ### How do we measure ROI? ### How much does Boon Scale cost per employee? ### Does Boon work in Slack, Microsoft Teams, and AI assistants? ### What happens when a participant is promoted? ## Bring coaching to every employee this quarter. A short conversation to understand your organization and see if Scale is a fit. No pressure, no pitch deck. -------------------------------------------------------------------------------- title: "Manager Leadership Development Program | Grow | Boon" description: "Boon Grow is a six-month leadership development program for new and rising managers: twelve 1:1 coaching sessions, optional peer group coaching, pre/post measurement. +23% average competency growth." source: "https://www.boon-health.com/solutions/grow" -------------------------------------------------------------------------------- # When your managers are underwater. Boon Grow is a six-month leadership development program for managers and rising leaders: twelve 1:1 coaching sessions, optional peer group coaching, and pre/post measurement. PRE-TO-POST COMPETENCY GROWTH +53% Feedback +41% Delegation +23% Avg. across all Top competencies by cohort growth, measured pre and post program. Leadership cohort 01 · THE MANAGER GAP ## Promoted on Tuesday. Running 1:1s by Friday. Great ICs get promoted for their output, not for skills nobody taught them. Grow builds the people-leadership skills over six months, so your team doesn't pay the price while your managers figure it out. For the fuller manager-effectiveness map, start with manager development. WORKSHOPS & TRAINING DAYS BOON GROW 02 · THE STRUCTURE ## Six months, three phases. ### How does Boon Grow work? Twelve 45-minute 1:1 coaching sessions over six months, with optional peer cohort sessions woven throughout. The cadence gives skills time to land on the team between conversations, which is the difference between a workshop and a change in how someone actually manages. PHASE 02 · DEVELOPMENT · MONTH 3-4 #### Rep the skills that make the job. Bi-weekly 1:1s focus on the competencies the intake surfaced: feedback, delegation, prioritization, difficult conversations. Optional peer cohort sessions run throughout: the room where managers bring the live situation and the cohort pressure-tests it. MANAGER ALIGNMENT #### Three touchpoints with each participant's manager. A short, structured check-in at kickoff, midpoint, and close. The manager's manager sees what the participant is working on, where they need support, and what changed, without sitting inside the coaching itself. Click a phase to see what's happening there. 03 · MEASURED PRE, MEASURED POST ## Measured behavior change. Measurement only matters if it reflects how managers actually show up. Grow tracks specific, role-relevant leadership behaviors across the full program, at cohort level. WHAT WE MEASURE - Core leadership competencies - Change over time at cohort level HOW WE MEASURE - Pre and post self-assessments - Manager and 360 ratings available - Ongoing coach observation ### Program Impact MEASURING COMPETENCY GROWTH ANONYMIZED COHORT DATA 04 · HOW MUCH ## A flat fee per participant, or pay per session. Your contract sets the model: a flat fee per participant, or pay for the coaching sessions used. Either way, the program covers 1:1 coaching, peer sessions, assessments, manager alignment, and the cohort impact report. No hidden add-ons. Use the leadership development budget worksheet with your quoted price. PRICING Flat fee per participant or pay per session. Nothing extra. - 01 12 1:1 coaching sessions per participant - 02 Optional peer group coaching - 03 Pre and post competency assessments - 04 Manager alignment (three touchpoints) - 05 Cohort-level impact report - 06 Flexible cohort sizes, 8 to 50 Launch within a week of kickoff 05 · ELSEWHERE IN THE SYSTEM ## Grow is one pillar of five. Many organizations run Grow for managers alongside Scale for the broader team and Exec for senior leaders. The vocabulary compounds instead of resetting at every level. Boon Scale 1:1 coaching for any employee. Boon Exec Executive coaching for senior leaders. Boon Together Team coaching and skills workshops. Boon Adapt AI change management. SOCIAL PROOF ## What managers say after a cohort. TRUSTED BY PEOPLE-FIRST ORGANIZATIONS I learned the 5-second rule, effective approaches to handling feedback, strategies for delegation, and mental training for navigating challenging situations. She also helped me overcome the fear of speaking up. Participant · CPG / Manufacturing FROM COHORT FEEDBACK I learned that I view problems as opportunities for failure and that I don't need to know all the answers. Sometimes I just need to help facilitate. Manager · CPG / Manufacturing Spending more time developing people rather than fixing their mistakes will open up a significant amount of my own time to focus on business development. Participant · Retail ## FAQs ### What is a leadership development program? ### How is Grow different from a leadership workshop? ### What does the manager alignment component look like? ### How do you measure outcomes? ### Can we customize which competencies Grow focuses on? ### What if a coach match is not right? ### Does Boon work in Slack, Microsoft Teams, and AI assistants? ### What happens when a participant is promoted? ## Kick off your first cohort next quarter. A short conversation to understand your organization and see if Grow is a fit. -------------------------------------------------------------------------------- title: "Executive Coaching Services for Senior Leaders | Exec | Boon" description: "Boon Exec provides executive coaching services for C-suite and senior leaders: confidential four- or six-month engagements with coaches experienced in supporting senior leaders." source: "https://www.boon-health.com/solutions/exec" -------------------------------------------------------------------------------- # Executive coaching for decisions with no precedent. Boon Exec is confidential executive coaching for C-suite and senior leaders, in four- or six-month engagements. A thinking partner for the decisions only you can make. HOW EXEC WORKS 3 to 5 Stakeholder interviews in every engagement 360 Custom Boon 360 in six‑month engagements 85% Report more decision confidence Bi-weekly · 60 minutes Session content stays between you and your coach. 01 · THE EXECUTIVE REALITY ## At the top, decisions get harder but feedback gets softer. Every quarter at senior level changes what your leaders need. Boon Exec is built for what actually happens in the chair. 01 ### The feedback loop narrows Peers hesitate. Reports filter. Boards stay high-level. Honest signal gets rarer the higher you sit. 02 ### The stakes compound Every call ripples across teams, culture, and the business. The margin for error thins as the impact widens. 03 ### The playbooks run out More ambiguity. More tradeoffs. Fewer right answers. The problems get more novel as the career gets longer. 04 ### The room empties Fewer peers who truly understand the context. The job starts to feel less like a team sport and more like a solo one. 02 · FIT ## Is Exec the right fit? Three signals that suggest your senior team would get real value from a structured coaching engagement. ### Senior leaders at an inflection A new role, a scaling team, a first board seat. Decisions that have no obvious precedent and nowhere structured to think them through. ### Coaching already runs ad-hoc Executive coaching exists but feels disconnected. Individual coaches, inconsistent standards, no compounding signal across the leadership team. ### High-stakes calibration moments Board dynamics. Succession. Team reshapes. Situations where the wrong conversation in the wrong room creates real fallout. PROGRAM 3 OF 5 Boon Exec When the stakes are highest. ## Your senior leaders are making second-order decisions with no thinking partner. A four- or six-month structured engagement: Discovery, Intensive Sparring, Application, Sustain. Bi-weekly 1:1 sessions with ICF-accredited executive coaches, many of whom held senior roles themselves, matched to the leader’s role. Discovery includes 3 to 5 stakeholder interviews, plus a formal Boon 360 in the six-month option. Sponsor receives progress summaries at midpoint and close. Session content stays confidential. WHO IT'S FOR C-suite, SVP, VP, and senior director leaders. For leaders carrying the biggest decisions. WHEN IT FITS “The transition from operator to organizational leader.” WHAT YOU'LL SEE DISCOVERY Stakeholder interviews completed, and a Boon 360 in the six-month option. Coach matched on role and on the decisions the leader faces. Rematch immediately if chemistry is off. INTENSIVE Bi-weekly sparring on the decisions actually in front of the exec: org design, board dynamics, successor development, personal capacity. CLOSE 85% of participating execs report increased decision confidence. Sponsor receives focus-area progress, never session content. 03 · THE DIFFERENCE ## How this is different from what your execs have tried. Traditional executive coaching is reactive, expensive, and often unclear on ROI. Boon Exec is designed differently. TRADITIONAL COACHING BOON EXEC Reactive, called in when there's already a problem Proactive, ongoing strategic partnership Remediation and "fixing" perceived gaps Sharpening strengths and strategic thinking Ad-hoc, inconsistent cadence Structured four- or six-month engagement with clear milestones Generic senior coach assignment Role-specific coach with relevant domain expertise Often unclear what's shared with organization Sessions stay private. Sponsors get progress summaries. $25K-50K per executive per year Quoted per engagement, scoped to the leader Traditional 04 · THE ENGAGEMENT ## Built to sharpen strategic thinking. A structured engagement of four or six months, with clear milestones. Real decisions, real calibration, in real time. ### How does Boon Exec work? WEEK 1 ### Discovery Deep context gathering. Strategic priority mapping. A shared read on what matters before the first session. - Confidential intake and 3 to 5 stakeholder interviews, plus a Boon 360 in the six-month option - Strategic challenge identification - Success metrics definition FIRST HALF ### Intensive sparring Bi-weekly strategic sessions with your dedicated coach. Real decisions get worked through in the session. - Live decision-making and scenario planning - Leadership blind-spot surfacing - Real-time strategic thinking practice SECOND HALF ### Application Apply insights to actual challenges. Test new patterns, debrief the outcomes, refine what works. - Test new strategies in live situations - Debrief outcomes with coach - Iterate and strengthen new patterns CLOSE, MONTH 4 OR 6 ### Sustain The engagement closes at month 4 or month 6. The leader and coach review progress and set up what holds after the sessions end. - Close review against the success metrics set in Discovery - Closing progress summary for the sponsor - Session content stays confidential 05 · YOUR COACH MATCH ## Coaches who have held the seat Every executive is matched on the decisions they face. Every coach is ICF-accredited with a senior leadership background. A sample of the bench: Rhys Gwyn Former Managing Director, Goldman Sachs Co-headed FICC and Equities for Australia and New Zealand. Coaches executives and leadership teams. Tris Oakley Former Head of Strategy & Insights, Google US Agency 25 years across consulting and Digitas leadership. Coaches leaders who invest in everyone but themselves. Amy Kelly Lauer Former SVP/GM, Sephora eCommerce operator. Works with operators who are scaling fast and need a thinking partner who has been there. Raj Sidana Former Cybersecurity Director, Salesforce Earlier a Global VP at Fox. CPA, CISSP. Coaches tech leaders stepping into executive roles. 06 · CONFIDENTIALITY BUILT IN ## Visibility without surveillance. Your coaching conversations stay in the room. Your sponsor sees engagement quality and development themes, never session content. ### What your sponsor sees Progress summaries, shared at midpoint and close. - Progress summaries at midpoint and close - Engagement frequency and consistency - Development areas being addressed - Progress toward stated goals ### What stays in the room Session-level content. Never shared, ever. - Specific coaching session content - Individual challenges discussed - Personal performance concerns - Relationship dynamics with colleagues - Career considerations or next moves PRIVACY COMMITMENT “Session-level content never leaves the coach relationship. Ever. If it did, the relationship wouldn't work.” 07 · THE OUTCOMES ## What changes over an engagement. Four shifts that show up across engagements. Executives describe them in their own words at the midpoint review and the close, and we track them against the benefits most leadership coaching engagements aim for. ### Leading through ambiguity Navigate the high-stakes call with confidence, even when the right answer is not in the playbook. - Decision confidence - Faster strategic clarity ### Expanding leadership range Flex between directive and collaborative styles based on what the moment needs. - Stronger team trust - Better 360 signal ### Sharpening strategic thinking See patterns earlier. Connect dots faster. Anticipate the second-order effect before the first one lands. - Longer-horizon planning - Less reactive firefighting ### Building resilience Hold clarity under pressure. Stay composed across the hard quarters without quietly burning out. - Sustained performance - Healthier work rhythm How we measure what changes · Drawn from sponsor close-out reviews. 08 · ELSEWHERE IN THE SYSTEM ## Exec is one pillar of five. Most organizations run Exec alongside Grow for managers and Scale for the broader team. The vocabulary compounds instead of resetting at every level. It is how we think about leadership development for CHROs. Boon Scale 1:1 coaching for any employee. Boon Grow Cohort development for managers. Boon Together Team coaching and skills workshops. Boon Adapt AI change management. BEFORE YOU COMPARE PROPOSALS ## What to check in an Exec proposal. A good first conversation with a coach matters. It is only one part of buyer diligence. The proposal should also make the coach fit, engagement structure, sponsor evidence, confidentiality boundary, and full price scope easy to verify. ### Verify the coach fit Ask who will coach the leader, what senior leadership contexts they have supported, how the match is made, and how quickly a poor fit is rematched. ### Verify the engagement Confirm the engagement length and cadence, what happens before the first session, which assessments are included, and what gets reviewed at midpoint and close. ### Verify the evidence boundary Require a clear account of what the sponsor receives. Boon shares focus areas and engagement quality at midpoint and close, while session content and personal details stay confidential. Need a market benchmark before reviewing proposals? Read how much executive coaching costs. The ranges in that guide provide market context. Exec pricing is custom to scope, duration, and seniority. PRICING ## Designed to fit real budgets. Pricing that finance can review. ### Engagement-Based Pricing Custom pricing based on scope, duration, and seniority. No rigid packages. ### Confidential Billing Discreet invoicing and administration. Your engagement details stay private. ### Four-Month or Six-Month Engagements Choose a four-month or six-month engagement. The six-month option adds a formal Boon 360. Quoted per engagement. Engagements launch within a week 09 · FROM THE ROOM ## What executives tell us when the engagement closes. It gave me confidence where I was unsure on some decisions that I made or was about to make. I've learned to address issues with the person, rather than listen to hearsay from other employees. VP · Software Technology After a six-month Exec engagement CONFIDENTIAL · APPROVED FOR ATTRIBUTION Stop doing everyone's job. Don't work your way out of it, manage your way out of it. You set the standard. Executive · Mechanical Services I have been able to work through a challenging issue with an employee that is not thrilled to be at work. Senior Director · Government ## FAQs ### What are executive coaching services? ### What should I look for in an executive coaching service? ### How is executive coaching different from leadership coaching? ### How do you measure the impact of executive coaching? ### How is Boon Exec different from hiring an executive coach independently? ### Is session content shared with my organization? ### What seniority levels does Exec serve? ### How do you ensure coach quality at this level? ### How much does Boon Exec cost? ### Is Boon Exec the same as Exec.com? ### Does Boon work in Slack, Microsoft Teams, and AI assistants? ### What happens when a participant is promoted? Want to understand the full picture? Comparing firms? See ten executive coaching providers compared. ## Get clarity when the stakes are highest. Ready to talk through the decision in front of you? -------------------------------------------------------------------------------- title: "Team Coaching, Group Coaching & Skills Workshops | Together | Boon" description: "Boon Together is facilitated coaching for teams: skills-based workshops, group coaching, and team coaching, designed around your team's real work and measured pre to post." source: "https://www.boon-health.com/solutions/together" -------------------------------------------------------------------------------- # When the team needs to get on the same page. Boon Together is facilitated coaching for teams: skills-based workshops, group coaching, and team coaching, designed around your team's real work and measured pre to post. WHAT AN ENGAGEMENT DELIVERS 3 Formats to choose from 4 to 8 People per group coaching cohort 2 to 3 wks Kickoff to first session Product leadership team Group coaching for 4 to 8 people on the same team TRUSTED BY PEOPLE-FIRST ORGANIZATIONS 01 · THE PROBLEM ## The session lands. Then Monday happens. A good one-off workshop or offsite. Warm feelings, a shared doc, three action items. By Q2 the team is back to the same meetings, the same re-opens, and the same friction between the same people. Workshops alone don’t change behavior. Together is built for what has to happen after the offsite, and instead of it. Explore our team coaching workshops, with pre and post data that shows what actually moved. ONE-OFF EVENTS BOON TOGETHER 02 · THE FORMATS ## Three Together formats ### What formats does Boon Together offer? Every format is designed with your team and connects to the rest of your coaching. Use one format or combine them. The shared language carries across all three. FORMAT 01 · SKILLS WORKSHOPS SINGLE OR MULTI-DAY · 15-45 PARTICIPANTS #### Skills workshops, run as a series. Workshops built around the skills your teams need, such as feedback, delegation, and decision-making, run as a series. Pre-work, the session itself, a synthesis report, and follow-up coaching so the skill sticks past Monday. WHAT'S INCLUDED - Custom content design - Expert facilitation - Pre-work and follow-up - Synthesis report with themes Also available: leadership offsites for 10 to 30 leaders over 2 to 3 days, with action planning and follow-up. Click a format to see what's inside. CHOOSING THE FORMAT ## Start with how the group works together. Together is built for intact teams whose results depend on shared decisions and working relationships. If the participants come from separate teams and are building the same manager skills, that is a peer cohort, which is the role of Grow. ### Skills workshops Use a series of skills-based workshops for 15 to 45 participants when people need to build a specific skill, such as feedback or delegation, with pre-work and follow-up. ### Group coaching Use six-month group coaching for 4 to 8 people on the same team when they need repeated practice and a consistent facilitator. ### Team coaching Use team coaching when an intact team needs to work better together: how it makes decisions, gives feedback, and handles conflict. Leadership offsites for 10 to 30 leaders are also available when a team needs two to three days of dedicated planning time. Each format includes a way to see what changed. Read how Boon measures coaching impact, or see how team coaching and facilitation providers compare. 03 · WORKS WITH YOUR STACK ## Shared vocabulary across every level. Pair Together with the rest of Boon and the language a manager learns in Grow is the language their leadership team uses in Together, which is the language their CEO hears in Exec. Most teams start with one and build the system around it. The rest compound from there. Pair with Scale Add ongoing 1:1 coaching for every participant. Pair with Grow Structure workshops into full manager development tracks. Pair with Exec Dedicated coaching for the senior leaders in the room. Pair with Adapt Move whole teams through AI change at the same time. 04 · HOW MUCH ## Custom-designed. All-inclusive. Every Together engagement is designed around your team, so pricing reflects scope, format, size, and duration. Facilitation, content design, assessments, and follow-up are all in. No hidden consulting fees. CUSTOM ENGAGEMENT PRICING Facilitation, design, measurement, follow-up. - 01 Custom content design for your team - 02 Expert facilitator, same face through the engagement - 03 Pre and post assessments built in - 04 Synthesis report + follow-up coaching - 05 Flexible across the three formats Engagements launch within a week 05 · ELSEWHERE IN THE SYSTEM ## Together is one pillar of five. Most organizations run Together alongside Scale for individual coaching and Grow for manager development. The vocabulary compounds instead of resetting with every new vendor. Boon Scale 1:1 coaching for any employee. Boon Grow Cohort development for managers. Boon Exec Executive coaching for senior leaders. Boon Adapt AI change management. ## FAQs ### How is Together different from a team offsite? ### What is the difference between intact team coaching and a peer cohort? ### Which Together format should we choose? ### Can Together work alongside individual coaching? ### How do you measure the impact of group development? ### How much does a Together engagement cost? ### Does Boon work in Slack, Microsoft Teams, and AI assistants? ### What happens when a participant is promoted? ## Get the team speaking the same language. A short conversation to understand your team and see if Together is a fit. No pressure, no pitch deck. -------------------------------------------------------------------------------- title: "AI Change Management Through Coaching | Adapt | Boon" description: "Boon Adapt is coaching-led change management for AI transformation: cohort facilitation plus 1:1 coaching, in 6 to 12 week engagements for 15 to 24 people." source: "https://www.boon-health.com/solutions/adapt" -------------------------------------------------------------------------------- # When the work itself is changing. Boon Adapt is coaching-led change management for organizations navigating AI transformation: cohort facilitation plus 1:1 coaching, in 6 to 12 week engagements for 15 to 24 people. HOW ADAPT WORKS 6-12 wks Engagement length 15-24 People per cohort 2 to 3 wks Contract to launch Operations team cohort - Kickoff and team norms - Tool practice in cohort - Manager 1:1s 01 · THE AI GAP ## You rolled out the tool. Nobody changed how they lead. Training programs teach buttons. They don’t address the mindset shift, the org resistance, or the shared vocabulary that makes adoption stick. Adapt is the change management layer your AI strategy is missing. The broader map for that work is AI-ready leadership. If you are still deciding what kind of platform sits after the workshop, start with platforms for AI adoption. AI TRAINING PROGRAMS BOON ADAPT 02 · THE APPROACH ## How Adapt works AI adoption is a people problem dressed as a technology problem. Adapt works on all three layers at once. ### How does Boon Adapt work? 01 ### Mindset before toolset Start with the shift from fear to experimentation. From is it taking my job to what does my job become. The toolset matters, but the mindset is where adoption lives or dies. 02 ### Common language across the org When 20 people get it and 380 don’t, adoption stalls. Adapt builds a shared vocabulary so adoption spreads beyond the early adopters. 03 ### Real use cases from each participant’s role Every participant walks away with something they actually built. Tangible use cases drawn from their real role. The kind of thing that makes a skeptic say, okay, I get it. 03 · YOUR FACILITATOR ## Who facilitates Adapt? Michelle Kraemer, with 25+ years leading through technology transformation. Michelle has spent her career in the middle of exactly this kind of moment. She led the team that merged print and digital sales at the New York Times. At Salesforce, she helped enterprise customers navigate platform transformation. At Google, she built the first marketing analytics solution for Google Cloud. At Stripe, she led product strategy through rapid scale. She’s not teaching AI from a textbook. She’s coached leaders through four waves of technology disruption and knows what it takes to move an organization from this is terrifying to this is how we work now. 04 · WHO THIS IS FOR ## Built for the people holding the hardest part. AI transformation lands differently depending on where you sit. Adapt is designed for the four people most often stuck between the vision and the reality, and pairs well with the AI playbook People teams are actually running. CEO / AI CHAMPIONS ### Your team has not caught up You’ve been using AI daily for months. You can feel the gap widening between your vision and what the rest of the org is doing. You don’t need another strategy deck. You need someone to bring your people along. CHRO / HEAD OF PEOPLE ### Pressure from the board and from employees You’re caught between executive mandates and employee anxiety. Training programs feel insufficient. Adapt gives your people a structured, coached path from overwhelm to fluency. HEAD OF L&D ### You’re being asked to lead a transformation you’re still figuring out yourself. Nobody handed you a playbook for this. Adapt gives you one: a facilitated, measured program you can point to when the C-suite asks what L&D is doing about AI. COO / DIVISION LEADERS ### Adoption is uneven. Some teams are thriving. Most are guessing. You can see pockets of innovation but no consistent capability. Adapt builds common language and shared use cases so adoption scales across the org, not just in the teams with early adopters. 05 · WORKS WITH YOUR STACK ## Pairing Adapt with other programs Adapt works on its own. But paired with the rest of Boon, AI fluency stops being a one-time program and becomes part of how your managers lead and how your leaders think. Most teams start with one pairing. The rest compound. Pair with Scale 1:1 coaching for every Adapt participant, so the mindset shift keeps going. Pair with Grow Build AI fluency into manager development. Pair with Exec Confidential coaching for senior leaders navigating the strategic side of AI. Pair with Together Team workshops and team coaching to move whole groups through the shift at once. 06 · HOW MUCH ## Custom-designed. All-inclusive. Every Adapt engagement is built around your team, so pricing reflects cohort size, duration, and organizational complexity. Facilitation, 1:1 coaching, use case toolkit, and measurement are all included. CUSTOM ENGAGEMENT PRICING Facilitation, coaching, toolkit, measurement. - 01 6 to 12 week cohort program - 02 15 to 24 participants per cohort - 03 Cohort facilitation + 1:1 coaching - 04 Use case toolkit, yours to keep - 05 Pre and post assessment on mindset shift - 06 Adoption and use-case output metrics 07 · ELSEWHERE IN THE SYSTEM ## Adapt is one pillar of five. Most organizations run Adapt alongside Scale for ongoing 1:1 coaching and Grow for manager development. The AI vocabulary compounds instead of resetting at every retraining cycle. Boon Scale 1:1 coaching for any employee. Boon Grow Cohort development for managers. Boon Exec Executive coaching for senior leaders. Boon Together Team coaching and skills workshops. ## FAQs ### Why do AI training programs fail to drive adoption? ### How long does an AI change management program take? ### Who should participate in an AI adoption coaching cohort? ### Can AI change management coaching work alongside leadership development? ### How do you measure the ROI of AI adoption coaching? ### Does Boon work in Slack, Microsoft Teams, and AI assistants? ### What happens when a participant is promoted? ## Move your people from anxious to fluent. A 30-minute conversation about where your org is with AI adoption and whether Adapt is the right fit. No pitch deck. -------------------------------------------------------------------------------- title: "AI-Ready Leadership | Boon" description: "AI-ready leadership is the ability to lead people well while AI changes how the work gets done." source: "https://www.boon-health.com/solutions/ai-ready-leadership" -------------------------------------------------------------------------------- # AI-ready leadership starts with your managers. AI-ready leadership is the ability to lead people well while AI changes how the work gets done: making decisions with incomplete information, coaching a team through new tools, and keeping people engaged as roles are redrawn. Boon builds it through coaching and practice on real work, and measures the change. Leading the AI rollout - Team use cases mapped - 1:1 coaching underway - Pre and post check USED BY PEOPLE TEAMS AT THE DEFINITION ## What is AI-ready leadership? AI-ready leadership is the capacity to lead people effectively while the work itself is changing. It shows up in three places: how leaders decide when the information is incomplete, how they coach their teams through new tools and ways of working, and how they keep people engaged as roles are redrawn. These are human skills. They are built through coaching and repeated practice on live work, and they can be measured before and after. For the wider topic, see our guide to AI leadership. ### Deciding with incomplete information Making a call when the tools, the plan, and the team are all still changing. ### Coaching a team through new tools Using the tools on real work first, then helping each person find what changes in their job. ### Keeping people engaged as roles change Talking plainly about what a role becomes, before the uncertainty turns into disengagement. WHY NOW ## Why do AI rollouts stall with managers? Most companies have bought the AI tools. Adoption depends on what happens next inside each team, and teams copy what their manager does on live work. If a manager does not use the tool, or cannot say what it means for someone's job, the rollout stalls there. Managers carry this on top of a job that already grew. Many were promoted for doing the work well and got little support for leading people through a change this size. Training teaches the tool. It rarely helps a manager lead the change. Read more on managers as the AI change layer and why AI adoption fails. WHERE A ROLLOUT STALLS - The company buys the AI tools Licenses, training, a launch email - Managers are unsure how to lead it Where rollouts often stall - Teams wait to see what happens Usage stays with the early adopters HOW BOON HELPS ## How does Boon build AI-ready leadership? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. For AI-ready leadership, three of its programs do most of the work. ### Adapt Coaching-led change management for AI adoption: cohort facilitation plus 1:1 coaching, in 6 to 12 week engagements for 15 to 24 people, built around each team’s real blockers and use cases. ### Grow Cohort-based leadership development built around your own competencies, with pre and post measurement. Leading through change can be one of them. ### Exec Confidential 1:1 coaching for the leaders making the strategic calls on AI and deciding how roles get redrawn. Scale gives every employee a 1:1 coach for the questions a rollout raises, and Together runs workshops, group coaching, and team coaching for whole teams moving at once. BY ROLE ## Who owns AI-ready leadership? Usually the CHRO or Head of People, with People and L&D teams running the program day to day. FOR THE CHRO ### Show the board that leadership is keeping up See how leaders at every level are developing, with results measured before and after coaching. FOR PEOPLE AND L&D ### Run the program without adding admin Boon runs matching, scheduling, and reminders while your team runs the rollout. RESULTS ## How do you measure whether leaders are becoming AI-ready? Adapt engagements measure tool use after the program, the use cases each participant builds, and pre and post assessments of confidence and experimentation. Grow measures the leadership competencies you choose. Across six-month Grow programs, leaders improve an average of +23%. The card shows real results from recent Grow cohorts: leadership competencies, measured the same way for every cohort. GROW COHORTS, Q4 2025 TO Q1 2026 Competency scores, before and after - Emotional resilience 2.9 → to 3.7 +28% - Manager decision clarity 2.8 → to 3.5 +25% - Psychological safety 3.2 → to 3.9 +22% - Conflict navigation 2.5 → to 2.9 +17% Average competency growth across six-month Grow programs +23% Mostly participant self-assessments, with manager and 360 ratings available, taken before and after the six-month Grow program and averaged across cohorts. HOW IT WORKS ## How long does it take to start? Programs go live within a week of signing. Boon handles coach matching, scheduling, and onboarding. - 01 Map where leaders are Baseline the competencies your leaders need most, by level and by team. The AI Readiness Scorecard is a quick place to start. - 02 Coach on real work Each leader works with a matched coach on the change in front of them, with prompts and reminders between sessions. - 03 Measure the change Measure again at the end and show leadership what moved, aggregated and anonymized. AI AND CHANGE LEADERSHIP ## Where does AI-ready leadership show up in the work? ### Managers as the AI change layer Teams copy what the manager does on live work. If managers do not use the tool themselves, the rollout stalls at their level. - Make managers the AI change layer - Change-tied leader cohorts ### AI adoption operating model Who owns enablement, what support continues after the workshop, and how HR leads the people side of the rollout. - Platforms for AI adoption - AI leadership - AI for HR ### AI coaching category What AI coaching is, and a shortlist of the platforms in the category, before you come back to the change work. - What AI coaching is - Best AI coaching platforms ### Guardrails Experiments without a shared language, models on people data, and AI-written scorecards are how a rollout creates new risk. - AI experiments without shared language or strategy - The PII wall on people data - When AI writes the performance scorecard Programs and related reading: Adapt · AI Readiness Scorecard · How HR can lead AI transformation · Why AI adoption fails · Managers as the missing owner ## Common questions about AI-ready leadership The questions People leaders ask first. ### How is AI-ready leadership different from regular leadership training? ### How does AI-ready leadership relate to Boon Adapt? ### Do we have to replace our current coaching vendor? ### How do you measure whether leaders are becoming AI-ready? ### Who is AI-ready leadership development for? ## Start with the managers leading the change. Book a 30-minute strategy call. We will look at where your managers are with AI and which program fits. -------------------------------------------------------------------------------- title: "Coaching for Managers | Boon" description: "Coaching for managers is a structured program that builds people-leadership skills like feedback, 1:1s, and hard conversations." source: "https://www.boon-health.com/solutions/coaching-for-managers" -------------------------------------------------------------------------------- # Coaching for managers new to leading people. Feedback for a former peer Prep and a practice roleplay sent in Slack the day before. THE PROBLEM ## Why do new managers need coaching? People take on bigger jobs without the support to succeed in them. Managers feel it first, because their team feels it with them. ### Promoted, then left alone Most new managers get a title change and a heavier calendar. What they rarely get is structured support for the hardest part of the job: leading people. The result is trial-and-error leadership that burns out managers and frustrates their teams. ### Generic training misses the mark One-size-fits-all workshops and e-learning modules teach theory. Managers need coaching in context: their specific team dynamics, their organization's culture, and the real decisions they face every week. ### No way to measure impact L&D teams invest in manager development but struggle to prove what's changing. Satisfaction surveys say people liked the program. Competency-level measurement says whether managers are actually leading differently. EVALUATING PROVIDERS ## What to look for in a management coaching program Four questions separate coaching that changes how managers lead from coaching that ends as a nice conversation. ### Tied to your leadership framework Coaching should develop the specific leadership competencies your organization has defined. Look for a provider that maps coaching, assessments, and goals to the skills your business needs. ### Manager and leader alignment The manager's own leader should be involved. If coaching happens in a vacuum, there's no reinforcement on the job. Look for structured touchpoints where the manager, their leader, and the coach align on goals. ### Measurable behavior change Satisfaction scores are not ROI. Look for baseline and closeout measurement against your specific skills that shows growth, beyond whether participants enjoyed the experience. ### Practice between sessions A coaching session every two weeks is not enough to build new habits on its own. Look for tools that let managers practice challenging conversations between sessions, reinforcing what they work on with their coach. HOW BOON HELPS ## How does Boon coach managers? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. For managers, the program is Grow: six months, twelve 45-minute 1:1 sessions, optional peer group coaching, three-way alignment with each manager's own leader, and an immediate rematch if the coach fit is off. ### 1:1 coaching plus peers Each manager gets a dedicated ICF-accredited coach who learns your organization, plus optional peer group coaching with managers working through similar challenges. ### Practice in the flow of work Nudges and session prep arrive in Slack or Teams. Between sessions, managers rehearse hard conversations with AI roleplay tied to their coaching goals. ### Competency-level measurement Pre/post assessments mapped to your framework, every cohort. Your L&D team gets reporting on behavior change, and session content stays confidential. THE COACHING JOURNEY ## The three phases of a manager coaching program ### Align Kickoff with their manager Manager, their leader, and coach set development goals together Goals mapped to your leadership framework Baseline competency assessment sets the starting point ### Develop Coaching, peers, and practice Twelve 45-minute 1:1 sessions over six months with a dedicated coach Optional peer group coaching with managers facing similar challenges AI roleplay practice between sessions to rehearse real scenarios ### Measure Midpoint and close Midpoint check-in with their leader keeps goals on track Post-program competency assessment shows what changed Manager, their leader, and coach review progress together New to coaching for managers? Building managers who can run real conversations? See manager development. Rolling this out for People and L&D teams? See how it fits a connected leadership system. ## Common questions About coaching for managers ### What does coaching for managers actually look like? ### How is management coaching different from executive coaching? ### How do I measure ROI on coaching for managers? ### Can coaching help first-time managers specifically? ### How does Boon compare to other manager coaching programs? ## Talk to us about coaching your managers. 30 minutes, no sales pitch. We'll walk through how Boon maps coaching to your competency framework and what a first manager cohort would look like. Most launch within a week. -------------------------------------------------------------------------------- title: "Leadership Coaching Programs for Every Level | Boon" description: "Leadership coaching programs build the leadership skills an organization has defined, using 1:1 coaching, peer learning, and pre/post competency assessment." source: "https://www.boon-health.com/solutions/leadership-coaching-programs" -------------------------------------------------------------------------------- # Leadership coaching programs for leaders in bigger jobs. - Scale Coaching for every employee - Grow Manager development - Exec Senior leaders - Together Teams - Adapt AI change management Timing matters too. See how to plan leadership development during a CEO transition, when to pause or redesign programs during your busiest season, and how to grow directors and managers under a headcount freeze. THE PROBLEM ## Why do leadership coaching programs fail? People take on bigger jobs without the support to succeed in them. A coaching program is supposed to close that gap, and three design choices usually stop it. ### Generic frameworks Many coaching programs use the same assessment model for every client. Your leaders learn to score well on someone else's framework instead of building the competencies that matter to your organization. ### Coaching in isolation Coaching happens between the leader and their coach, with no structured involvement from the leader's own manager. Goals are set without organizational input and outcomes aren't visible to anyone. ### Sessions without practice A coaching session every two weeks is not enough to change behavior on its own. Without practice between sessions, insights fade and old habits return. CHOOSING A PROGRAM ## What to look for in a leadership coaching program Use these four checks when you compare providers. They matter more than the size of the coach bench. ### More than one format Look for programs that combine 1:1 coaching with peer learning, structured practice, and manager involvement. Each one reinforces the others. ### Your competency framework The program should map to the leadership competencies your organization has defined. If a provider can only measure against its own model, the data won't connect to how you develop people. ### Coverage across levels Managers, directors, and executives need different programs. When those programs share one system, context and measurement carry across levels as people get promoted. ### Measured outcomes Ask how the provider measures impact. Satisfaction surveys and participation rates are not enough. Baseline and closeout assessment mapped to your leadership skills is the standard to hold providers to. HOW BOON HELPS ## How does Boon run leadership coaching programs? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. ### A program for each level Scale for every employee, Grow for managers, Exec for senior leaders, Together for teams, and Adapt for AI change. Coaching history carries forward when someone is promoted. ### Practice between sessions Nudges and session prep arrive in Slack or Teams. Between sessions, leaders rehearse hard conversations with AI roleplay tied to their coaching goals. ### Measurement your leadership trusts Baseline and closeout assessment against your leadership skills, manager alignment sessions, and aggregate dashboards. Session content stays confidential. THE PROGRAMS ## Which leadership coaching program fits which leader? Every program measures against the same competencies, so your L&D team sees development across levels in one place. COACHING FOR EVERY EMPLOYEE Always-on 1:1 coaching open to every employee, in 30-minute sessions, billed per completed session. MANAGER DEVELOPMENT Six months, twelve 45-minute 1:1 sessions, optional peer group coaching, and pre/post measurement every cohort. SENIOR LEADERS Confidential 1:1 coaching for C-suite and senior leaders, in four- or six-month engagements. TEAMS Skills workshops, group coaching, and team coaching for intact teams working through real challenges. AI CHANGE MANAGEMENT Coaching-led change management that helps leaders and teams adopt AI in their actual work. Comparing coaching platforms? Compare coaching platforms · Enterprise coaching platforms Explore by need: for People and L&D teams · coaching for managers COACHING PROGRAM DESIGN ## How do you design a coaching program people actually book? ### Launch and enrollment A coaching program can stall before the first booking. Design the first buy, the enrollment rule, and the booking path before you buy seats. - How to launch a coaching program people actually book - Pilot design for a first coaching buy - Nomination vs open enrollment ### Format and architecture Workshop, cohort, and 1:1 are different formats. Build vs buy is a capacity decision. - Workshop vs cohort vs 1:1 - Build vs buy coaching capacity ### Staffing the program Someone has to own matching, communications, and the first booking. If that seat is empty, the program is a portal nobody uses. - How to staff an internal coaching program manager ### Measurement and aftercare If you cannot say what changed, you do not have a program. After the class ends, the transfer window is its own design problem. - Coaching program metrics - Measuring coaching ROI - Post-program coaching aftercare ### Scale beyond executives Enterprise selection belongs on compare pages. The operator question here is how coaching reaches managers without unused-seat waste. - How to scale coaching beyond executives - Best enterprise coaching platforms - Coaching platform cost per employee Related program pages: Scale · Compare platforms ## Common questions About leadership coaching programs ### What makes a leadership coaching program effective? ### What leadership coaching skills does Boon develop? ### How long does a leadership coaching program typically last? ### Can you run leadership coaching programs for different levels simultaneously? ### How do leadership coaching programs compare to leadership development workshops? ## Talk to us about your leadership coaching program. 30 minutes, no sales pitch. We'll walk through which program fits which leaders, how measurement works, and what a launch within a week looks like. -------------------------------------------------------------------------------- title: "Leadership Development for CHROs | Boon" description: "Leadership development for CHROs: grow leaders at every level and show the CEO and board that leadership is getting better, with competencies measured before and after coaching." source: "https://www.boon-health.com/solutions/leadership-development-for-chros" -------------------------------------------------------------------------------- # Leadership development for CHROs who need proof. Leadership development for CHROs means growing leaders at every level and showing the CEO and board that leadership is getting better. Your people are taking on bigger jobs, often without the support to succeed in them. Leadership, by level - Managers Grow Pre and post - Senior leaders Exec Confidential - Whole teams Together Pre and post USED BY PEOPLE TEAMS AT THE PROBLEM ## Are your leaders getting better, and can you show it? Your CEO and board want to know whether leadership is getting stronger as the company grows and the work changes. Most development programs report attendance and satisfaction scores, which cannot answer that question. It gets harder when coaching, manager programs, executive coaching, and workshops each sit with a different vendor. No one sees the whole picture, and no two of them measure progress the same way. AI is changing the work underneath all of it, which is why AI-ready leadership is now part of the same conversation. - New managers Promoted for doing the work well, now expected to lead the people who do it. - Senior leaders Making bigger calls with no neutral person to think them through. - Training Finished on Friday and rarely used on Monday. WHAT BOON IS ## What does Boon do for CHROs? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. For a CHRO, that means one view of how leaders at each level are developing, measured against the competencies you choose, with every individual conversation kept confidential. ### Support at every level Managers, senior leaders, and teams work with one network of 300+ ICF-accredited coaches, so a leader's development history moves with them when they are promoted. ### Measured on your competencies Leaders are baselined on the competencies you pick and measured again at the end, so you report changes in behavior along with attendance. ### Confidential for the person HR sees trends by team and level. What a leader says to their coach stays between them. ### THE FIVE PROGRAMS - Scale → 1:1 coaching for everyone - Grow → Cohort leadership development for managers - Exec → Confidential coaching for senior leaders - Together → Workshops, group coaching, and team coaching - Adapt → Coaching-led change management for AI adoption RESULTS ## How do you measure leadership development ROI? Boon baselines leaders on the competencies you choose, measures them again after the program, and reports the change in aggregate. Across six-month Grow programs, leaders improve an average of +23%. The card shows real results from recent Grow cohorts. For the method behind the numbers, read how to measure coaching ROI. GROW COHORTS, Q4 2025 TO Q1 2026 Competency scores, before and after - Emotional resilience 2.9 → to 3.7 +28% - Manager decision clarity 2.8 → to 3.5 +25% - Psychological safety 3.2 → to 3.9 +22% - Conflict navigation 2.5 → to 2.9 +17% Average competency growth across six-month Grow programs +23% Mostly participant self-assessments, with manager and 360 ratings available, taken before and after the six-month Grow program and averaged across cohorts. “What surprised me most was how coaching connected the dots between personal well-being and professional performance. Employees were not just more productive. They were more present, more collaborative, and more invested in our mission.” HOW IT WORKS ## How long does it take to launch? Programs go live within a week of signing. Boon handles coach matching, scheduling, and onboarding, so your team is not running the logistics. - 01 Baseline Pick the competencies that matter for each level and baseline every cohort before coaching starts. - 02 Coach Leaders at every level work with a matched coach, with reflection prompts and reminders between sessions. - 03 Report Measure again at the end and show the CEO and board the change, aggregated and anonymized. ## Common questions from CHROs What to know before the board conversation. ### How do I prove ROI on leadership development? ### What can I report to the board on leadership readiness? ### Is individual coaching data confidential? ### Can we bring our existing coaching and development programs onto Boon? ### How fast can we launch? ## Show your board where leadership stands. Book a 30-minute strategy call. We will look at where your leaders need support and how you would measure the change. -------------------------------------------------------------------------------- title: "Leadership Development for People & L&D Teams | Boon" description: "Leadership development for People and L&D teams: get managers and leaders the coaching they need and show it changed something, without adding admin to a small team." source: "https://www.boon-health.com/solutions/leadership-development-for-people-teams" -------------------------------------------------------------------------------- # Leadership development for People teams running lean. Leadership development for People and L&D teams is the work of getting managers and leaders the coaching they need, then showing it changed something. Boon runs the matching, scheduling, and reminders, so a small team can run the whole program. New manager cohort - Coaches matched - First sessions booked - Midpoint check-in Matching, scheduling, and reminders run by Boon USED BY PEOPLE TEAMS AT THE PROBLEM ## Why is leadership development hard for People teams to run? People and L&D teams run leadership development under real constraints: headcount freezes, an empty Head of People seat, a catalog that grew one request at a time, and leaders who want proof it works. Coaching cannot fix those structural problems, and it should not add to them. Meanwhile managers are promoted faster than anyone can train them, and the logistics of supporting them land on a small team. When coaching, manager programs, and workshops come from different vendors, your team also becomes the glue between their logins, onboarding, and reports. If you are still comparing options, see leadership development platforms for HR teams. WORK THAT USUALLY LANDS ON YOUR TEAM - Matching people to coaches - Booking and rescheduling sessions - Sending reminders between sessions - Pulling results for leadership Boon runs all four. WHAT BOON HANDLES ## What does Boon handle for your team? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. For a People team, that means Boon runs the operations and your team runs the program. ### Matching, scheduling, and reminders Boon matches each person to a coach based on goals and role, books the sessions, and sends the reminders. Your team approves the plan and stays out of the calendar. ### One coach network for every level 300+ ICF-accredited coaches support managers, senior leaders, and teams, so you onboard once and add levels later. ### One dashboard for results Participation and competency results in one place, aggregated and anonymized, ready to share with your leadership team. ### START WITH ONE PROGRAM - Scale → 1:1 coaching for everyone - Grow → Cohort leadership development for managers - Exec → Confidential coaching for senior leaders - Together → Workshops, group coaching, and team coaching - Adapt → Coaching-led change management for AI adoption RESULTS ## How do you show leadership development is working? Boon measures the same competencies before and after coaching. Across six-month Grow programs, participants improve an average of +23%, so your program reports outcomes along with activity. Running workshops or team sessions? See team coaching and workshops, measured the same way. GROW COHORTS, Q4 2025 TO Q1 2026 Competency scores, before and after - Emotional resilience 2.9 → to 3.7 +28% - Manager decision clarity 2.8 → to 3.5 +25% - Psychological safety 3.2 → to 3.9 +22% - Conflict navigation 2.5 → to 2.9 +17% Average competency growth across six-month Grow programs +23% Mostly participant self-assessments, with manager and 360 ratings available, taken before and after the six-month Grow program and averaged across cohorts. “One of the things that set Boon apart was how personalized their match process was. Boon was one of the only solutions that truly combined personal and professional development.” ROLLOUT ## How do you roll out a leadership development program? Start with one group, go live within a week of signing, and add the next level on the same system. - 01 Pick a starting group Often new managers. Boon onboards them and matches coaches within days. - 02 Boon runs it Scheduling, reminders, and reporting are handled. Your team watches one dashboard. - 03 Add the next level Bring in senior leaders, teams, or more managers on the same system and the same history. L&D OPERATING CONSTRAINTS ## What operating constraints block leadership development? ### Budget, headcount, and freezes Growing leaders with no new heads, and a budget case that has to survive finance. Coaching does not replace the hire you did not get. - Leadership development under a headcount freeze - Get executives to approve a leadership development budget ### Ownership and org design An empty Head of People seat, or an HRBP and CoE disagreement, can sink a launch faster than a weak vendor. - Do not launch people programs while Head of People is empty - HRBP vs center of excellence ### Catalog, LMS, and launch timing Course completions do not show leadership skill, a reactive catalog rarely adds up to a progression, and an initiative that never launched still shapes what you can do next. - LMS completions are not a leadership skill - Rationalize a reactive L&D catalog - Do not launch coaching next to performance reviews - The leadership initiative that never launched ### Reviews, HiPo flags, and seat fit Coaching from a review without a HiPo flag, seat fit before an executive coaching purchase, and where coaching should stop when a shortage is structural. - Coaching from a review without a HiPo flag - Seat fit before executive coaching - Do not paper over workforce shortages with coaching Cost and ROI reading: Leadership development for CHROs · What a leadership development program costs · Leadership development ROI ## Common questions from People and L&D teams The operational questions People teams ask first. ### How hard is it to roll out Boon? ### How does coach matching work? ### What admin is involved for my team? ### How do you measure participation and outcomes? ### Can we start with one team or one level? ## Start with one group of leaders. Book a 30-minute strategy call. We will scope a rollout your team can launch within a week. -------------------------------------------------------------------------------- title: "Manager Development for New and Rising Managers | Boon" description: "Manager development is the ongoing work of preparing people to lead teams." source: "https://www.boon-health.com/solutions/manager-development" -------------------------------------------------------------------------------- # Manager development for new managers never taught to manage. Twelve 1:1 sessions · 45 minutes Their manager joins at kickoff, midpoint, and close. Flat fee or pay per session Your contract sets the model: a flat fee per participant or pay for sessions used. Annual terms, no multi-year contract. Coaches matched by industry 300+ ICF-accredited coaches, matched on industry, role, and the situations your managers face. Rematch immediately if the fit is off. Live within a week Boon handles enrollment, communications, and coach matching, so your People team does not build a program from scratch. TRUSTED BY 110+ COMPANIES, INCLUDING THE PROBLEM ## Why do new managers struggle? People take on bigger jobs without the support to succeed in them. For a new manager, that gap shows up in the first month. ### The promotion is the plan Most companies promote their strongest individual contributors, announce it in Slack, and consider the development done. The skills that earned the promotion are not the skills the new job requires. ### Training is episodic A new manager workshop happens once. The hard moments happen weekly: the first piece of critical feedback, the former peer who now reports to them, the review cycle nobody explained. ### The team pays for it Unsupported managers show up in the numbers you already track: disengaged teams, regretted attrition, and projects that stall while a new manager learns by trial and error. TRAINING OR DEVELOPMENT ## How is manager development different from manager training? ### Timing Training event A scheduled event. One or two days, then back to work. Boon Continuous. Support arrives in the weeks and months when managing is actually hard. ### Content Generic scenarios built for a room full of strangers. The manager's real situation: this team, this underperformer, this first review cycle. ### Format Lecture, slides, role-play with people they just met. 1:1 conversations with a dedicated coach who knows their context and remembers last month. ### Retention Notes in a drawer. Most of it fades within weeks. Applied between sessions, revisited with the coach, and built into how they run the team. ### Measurement Attendance and a satisfaction survey. Pre/post competency change against a defined leadership framework. Comparing specific programs? Our guide to the best manager development programs puts nine coaching and training options side by side, and coaching vs training covers when each one fits. “One of the things that set Boon apart was how personalized their match process was. Boon was one of the only solutions that truly combined personal and professional development.” HOW IT WORKS ## How does Boon's manager development program work? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. For a group of new or rising managers, the program is Grow: six months, twelve 45-minute 1:1 coaching sessions, optional peer group coaching, and competency assessments before and after every cohort. ### Dedicated coach match Each manager is matched with an experienced coach based on role, industry, and the situations they are walking into. The same coach for the whole program. ### Six months, twelve sessions Twelve 45-minute 1:1 sessions, with nudges and prep in Slack or Teams, a summary of goals and action items, and AI roleplay practice tied to coaching goals between sessions. ### Their manager stays involved Three-way alignment with each participant's own manager at kickoff, midpoint, and close, so goals match what the job needs. ### Measurement your company sees Pre/post competency assessment against a defined framework every cohort. People teams get aggregate dashboards; session content stays confidential. RESULTS ## What changes when managers get a coach? +23% Average competency growth Measured pre and post across six-month Grow programs. 89% Session attendance Managers show up when the coach match fits the role and the moment. +87 Net promoter score From participants across Boon coaching programs. THE COACHES ## Coaches who have managed teams A sample of the 300+ ICF-accredited coaches Boon matches with new and rising managers. Tris Oakley Former Head of Strategy & Insights, Google US Agency Coaches new sales and revenue managers on delegation, trust, and performance culture under targets. Yuval Goren 25+ years in tech · ICF PCC Coaches first-time tech managers on focus, execution, and building high performing teams. Amy Kelly Lauer Former SVP & GM, Sephora Coaches retail and consumer managers on scale, performance, and leading former peers. Renee Motley J.P. Morgan · Robinhood · PayPal Coaches rising leaders on decision making under pressure, presence, and difficult conversations. MANAGER EFFECTIVENESS ## What manager problems does this cover? ### First-time and new managers The promotion is not a development plan. First-time managers need coaching on the conversations they are about to run, and a two-day course rarely covers them. - Coaching for new managers - How to support first-time managers ### Experienced managers who are stuck Tenure is not proof the job still fits. Some tenured managers are failing in role. Others only need this company's operating norms, and Management 101 would waste their time. - When experienced managers are struggling - Experienced managers need company norms, not fundamentals ### Manager conversations and accountability Effectiveness shows up in the conversation the manager keeps skipping, and in whether the company has a shared standard for what "strong" means here. - Managers who will not have the conversation - When there is no shared accountability standard ### Formats and platforms Player-coach roles, first-line vs middle altitude, training vs coaching, and the shortlist for manager platforms. Pick the format before you pick the vendor. - Player-coach manager development - First-line vs middle manager development - Best manager development programs: coaching and training compared - Coaching vs training - Manager leadership training: what works - Best coaching platforms for managers Program pages and a fuller guide: Grow · Coaching for managers · Manager coaching complete guide ## Common questions About manager development ### What is manager development? ### What are the best manager development programs? ### Is coaching better than training for new managers? ### Who is this for? Only first-time managers? ### How do you measure whether managers actually improve? ### How do you measure manager development ROI? ### How are participants' own managers involved? ### Does Boon work in Slack, Microsoft Teams, and AI assistants? ### What does manager development cost? ### How quickly can we launch a manager cohort? ## Plan your first manager cohort. 30 minutes, no sales pitch. Pick a time and we'll walk through how a manager cohort would work for your team. ## On the call, we'll walk through - Whether Boon fits your managers and goals - How coach matching and measurement work - What a cohort costs for your team Prefer email? Write to us and we'll reply within one business day: asimmons@boon-health.com -------------------------------------------------------------------------------- title: "Compare Boon to Leading Coaching Platforms (2026) | Boon" description: "Boon is one coaching and leadership development system for every level of your company." source: "https://www.boon-health.com/compare" -------------------------------------------------------------------------------- # How Boon compares Side-by-side comparisons between Boon and the platforms buyers consider alongside us: structural differences, real trade-offs, and the questions that matter. ## How does Boon compare to other coaching platforms? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. This hub compares that system to the platforms buyers already consider alongside Boon. The table restates the Boon edge and the competitor edge already listed on each card. Swipe for more → Platform Boon edge Their edge BetterUp Competency measurement, manager visibility, usage-based pricing Coach network size, FedRAMP, decade of market presence CoachHub Competency mapping, tri-party alignment, integrated programs European compliance, ISO 27001, global coach coverage Torch Five program formats, usage-based pricing, population breadth Practice simulations, systems methodology, circle quality EZRA Competency scores, manager involvement, multi-modal programs Adecco/LHH infrastructure, multilingual coverage, enterprise procurement Growthspace 23% avg competency improvement, ongoing programs, manager loop Near-term KPI alignment, G2 ratings, L&D control over sprints Exec.com Five program formats, competency scores, manager tri-party alignment G2 #1 rating, public software pricing, conversation practice Bravely Competency measurement, manager programs, five formats 24/7 access, global coverage, employee-initiated benefit Hone Usage-based coaching, manager involvement, competency scores 100+ live classes, 24/7 AI coach, public and private cohorts AceUp Team Transformation Engine, Ally in Slack and Teams, ITO measurement Valence Human coaching, competency scores, usage-based pricing Nadia at every manager, Teams + calendar, Fortune 500 reach Coachello Five formats, Slack/Teams follow-through, Claude and ChatGPT access, competency mapping The 1:1 session itself happens in Slack or Teams Sounding Board Five formats, usage-based pricing, Slack/Teams, Claude and ChatGPT Kirkpatrick/Phillips measurement, mentoring module, BTS parent Mentora Org-wide programs, your competency framework, usage-based pricing Faculty-led method, executive workshops, LiFT performance coaching Modern Health Leadership programs, competency scores, Slack/Teams follow-through Therapy and psychiatry, FlexEAP, speed to clinical care The performance OS vs. the development system BetterUp sells Lead, Manage, Grow, and Ready on one platform, with 4,000+ coaches and performance intelligence. Boon maps coaching to your competency framework, involves managers, and measures what changes. BOON EDGE BETTERUP EDGE Digital coaching at scale vs. outcomes that connect to your business CoachHub delivers 1:1 coaching through 3,500+ coaches across 90+ countries. Boon goes further by tying each engagement to your competency framework and involving managers in the development process. COACHHUB EDGE Systemic leadership coaching vs. broader development architecture Torch builds leadership capability through coaching and leadership circles with a systems thinking methodology. Boon adds more program formats and covers more populations, from frontline managers to the exec team. TORCH EDGE Global 1:1 access vs. structured development with measurement EZRA, backed by LHH and Adecco, offers coaching at global scale with enterprise procurement backing. Boon adds competency measurement, manager touchpoints, and multiple program formats that EZRA's 1:1 model doesn't cover. EZRA EDGE Agentic L&D and skill sprints vs. sustained leadership development Growthspace now leads with ExpertX (agentic L&D and expert clones) plus human skill sprints, and is walking onto sales enablement and AI roleplay. Boon builds leadership capability over time with pre and post competency measurement. GROWTHSPACE EDGE Conversation practice vs. org-wide development Exec.com is #1 on G2 for coaching software, with AI voice roleplay and live 1:1. Boon is a five-program leadership development system with competency measurement. Different jobs. EXEC.COM EDGE Coaching as a benefit vs. coaching as a development system Bravely is 24/7 on-demand 1:1 coaching as an employee benefit, plus Bea, a proactive AI coach in Slack and Teams (workbravely.com). Boon is a measured leadership system with manager involvement. Not interchangeable. BRAVELY EDGE Live cohort training plus a 24/7 AI coach vs. coaching in the workflow Hone (honehq.com) is live cohort leadership training plus a 24/7 AI coach in Slack and Teams. Boon is usage-based coaching, with manager involvement, five programs, and competency measurement. Training and coaching are different jobs. HONE EDGE Team coaching plus Ally vs. coaching in the workflow AceUp (aceup.com) is leadership and team coaching plus Ally, an AI coach in Slack and Teams. Boon is usage-based coaching, with manager involvement, five programs, and competency measurement. Team coaching and a coaching system are different jobs. ACEUP EDGE An AI coach at every manager vs. human coaching plus AI practice Valence (valence.co) is AI-only coaching built around Nadia, native to Microsoft Teams and calendar-aware at Fortune 500 scale. Boon is human coaching in the workflow plus AI practice between sessions, with usage-based pricing and competency measurement. Nadia at seat scale and a coach in the calendar gap are different jobs. VALENCE EDGE The session lives in chat vs. chat as the follow-through layer Both are native to Slack and Teams. Coachello holds the coaching conversation inside the chat app. Boon uses Slack and Teams for nudges, action items, and session prep, then runs the session as scheduled coaching across five programs, and Boon works inside AI assistants such as Claude and ChatGPT. COACHELLO EDGE Measurement-heavy leadership cohorts vs. an org-wide development system Sounding Board, now part of BTS, runs structured leadership cohorts with serious program-measurement software and mentoring. Boon covers that layer through Exec and Grow, then adds org-wide Scale, usage-based pricing, and Slack and Teams in the work. SOUNDING BOARD EDGE A senior-leader curriculum vs. a development system in the workflow Mentora Institute delivers the Mentora Method through workshops, coaching, and LiFT. Boon is one operating system for people development: five programs, usage-based pricing, and follow-through in Slack and Teams. Program vs. system. MENTORA EDGE Modern Health vs Boon: EAP with coaching compared with professional coaching Modern Health bundles therapy, psychiatry, and coaching as an EAP-style benefit. Boon is professional coaching and leadership development. Boon does not replace therapy or an EAP. Some organizations run both. MODERN HEALTH EDGE ## Not sure which comparison to read first? The BetterUp page explains the three structural types of enterprise coaching platforms, starting with BetterUp as a performance OS rather than a coach marketplace. Reading it first explains the three platform types used on the other pages. ## Done reading comparisons. Ready to talk? 30 minutes. We will walk through how Boon compares to whatever you are currently evaluating and answer the questions your team is asking. -------------------------------------------------------------------------------- title: "BetterUp Alternative for Mid-Market Teams | Boon" description: "Choose Boon as a BetterUp alternative if you have a lean mid-market People team and want usage-based pricing." source: "https://www.boon-health.com/compare/betterup" -------------------------------------------------------------------------------- # BetterUp alternative: who should choose Boon. Choose Boon as a BetterUp alternative if you have a lean mid-market People team and want usage-based pricing, or stay with BetterUp for a global enterprise performance OS. ## Boon vs BetterUp at a glance FEATURE Boon BetterUp Best for Mid-market People teams that want coaching mapped to their competency framework Global enterprise buyers of a performance OS Pricing Usage-based. Pay for completed sessions License-based. Does not publish list pricing. Third-party buyer data (Vendr, 2026) reports a median contract around $145,650 per year and per-member fees often in the $1,800-$4,500 range; intensity and seat count drive the spread. Not a BetterUp price list. Implementation Scale, Grow, Exec, Together, and Adapt launch within a week Typical enterprise rollout: often 2 to 3 months Company size Built for lean People teams at 500 to 5,000 employees, including 1,000-employee rollouts that start with the manager layer rather than a full-seat license Built for large enterprise contracts and workforce-scale licenses Coach network 300+ ICF-accredited coaches, matched by role and context Advertises 4,000+ coaches across 70 countries ## Who should choose Boon vs BetterUp? Choose Boon as a BetterUp alternative if you have a lean mid-market People team and want usage-based pricing. Stay with BetterUp if you need a global enterprise performance OS. BetterUp is Lead, Manage, Grow, and Ready on one platform: human plus AI for top leaders, always-on manager coaching, workforce AI in Slack and Teams, and change resilience, sold against CEO-friendly metrics. Boon is a five-program development system mapped to your competency framework, with manager tri-party alignment, pay-for-sessions-used pricing, and 23% average competency improvement. Boon is not a smaller BetterUp. It is a different system for companies that need their own competency language and a 2 to 3 week launch more than the 4,000+ coach network BetterUp advertises, plus FedRAMP. If the live reason for more seats is a performance process, sort coach vs PIP vs exit before you buy more seats. ## There are three bets in enterprise coaching. Every platform fits one of these models. The right choice depends on which bet matches your organization's development goals. One platform: Lead, Manage, Grow, and Ready. Human plus AI coaching, in-the-moment AI in the apps people use, and performance intelligence aimed at manager effectiveness, attrition, and productivity. Right when: Workforce-scale human plus AI. BetterUp Grow in Slack and Teams. FedRAMP. Brand, research, and a coach network BetterUp advertises as 4,000+. CEO-friendly metrics out of the box. Limitation: Hard to map to your specific competency framework. The manager is coached (Manage) more than they sit in a tri-party contract. Pricing is license-based and quote-only. Coaching lives inside the HR workflow. Goal-setting, 1:1s, and performance reviews all in one place. Strong when HR integration is the priority. Right when: Workflow consolidation. Coaching as part of the performance management system. Good for organizations where HR tech integration is the deciding factor. Limitation: Coaching depth suffers as a feature inside a workflow tool. Behavior change is harder when coaching is an add-on to goal-tracking, not the core product. Coaching tied to your competency framework. Manager visibility. Multiple modalities: 1:1, cohort, exec, team, change management. Measurement that shows what changed. Right when: Competency-level behavior change. Manager involvement. ROI data that answers 'what's actually different?' Multi-program architecture with shared context. Limitation: Needs a People-team owner to shape program design with Boon, plus steady engagement from L&D and program sponsors. Less hands-off than a bolt-on tool. Boon is Bet 3. We built a leadership development system, not a performance OS. The rest of this page explains what that means in practice. ## What Bet 3 looks like in practice. ## How do BetterUp's products compare with Boon's five programs? BetterUp is Lead, Manage, Grow, and Ready on one performance platform. Boon is five connected programs that share context, data, and continuity as your people grow. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. Everything talks to each other. A manager in Grow and their direct report in Scale are working in the same system with shared context. Data flows across programs, so your L&D team sees the full picture, not five disconnected dashboards. For CHROs, that means one system that proves leadership ROI. Human plus AI coaching for top leaders. Dedicated 1:1, whole-person assessments, and always-on AI learning. Always-on coaching for managers: expert coaching, AI practice, peer learning, and team tooling in the flow of work. In-the-moment AI coaching for the entire workforce, in Slack, Teams, and the apps people already use. Resilience and adaptability through change. Human plus AI coaching when the organization is shifting around people. One platform, four ways in. Lead is human plus AI for top leaders. Manage is always-on coaching for the manager layer. Grow is workforce AI in Slack and Teams. Ready is change resilience, not a wellness SKU. Intact-team workshops are not a first-class product the way Together is. ## How do Boon and BetterUp compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Standardized 'Whole Person Model' with 25 proprietary dimensions applied across all clients Program configuration Every program configured to your pressure points. No two implementations look the same Lead, Manage, Grow, and Ready on one platform, configured to population and modality Coach context Coaches briefed on your culture, competencies, and specific development goals Coach matching is algorithmic at marketplace scale. Organizational context varies by product and deal Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Whole Person Model and performance intelligence. Limited mapping to your existing competency language Product architecture One integrated system: Scale, Grow, Exec, Together, Adapt. Context carries between programs One platform, four ways in: Lead, Manage, Grow, Ready. Human coaching, workforce AI, and change resilience as separate SKUs Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Manage coaches the manager with always-on support and team tooling. The employee, their manager, and the coach are not in one kickoff contract Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Manage includes team pulse and team insights. Visibility is team dynamics, not competency scores on your framework Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Team tooling and performance intelligence for managers. Not a competency dashboard mapped to your language Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability The coaching relationship stays between the person and the coach. Manage develops the manager as the client, not as a third party on someone else's plan Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Human coaching stays confidential. Team pulse and performance intelligence are a separate, more observable layer Pricing model Usage-based. Pay for coaching your people actually use License-based enterprise pricing. Custom quotes only, not publicly disclosed Pricing transparency Clear pricing structure discussed upfront in the evaluation process Requires engagement with sales team. Pricing varies significantly by deal Coaching accessibility Designed to bring coaching to every level, not just executives and HiPos, which matters at around 1,000 employees, where a lean People team usually cannot fund per-seat coaching for the full company Enterprise pricing can limit coaching to top leadership tiers depending on budget Unused sessions Usage-based model means you're not paying for sessions that don't get used Individual plans allow some rollover. Enterprise terms vary by contract Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Products available but typically sold and priced separately Outcome measurement Competency-level tracking showing verified behavior change over time Self-reported assessments and engagement metrics. Stronger on sentiment than business outcomes Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Aggregate data available, without competency-level measurement tied to business outcomes Customer portal Real-time portal for your L&D team with participation, progress, and competency data Admin tools and reporting available. Depth varies by enterprise tier Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Whole Person Model tracking is standardized, not mapped to your org's framework Business case support We help you build the ROI narrative to defend and expand the coaching investment Resources available but the connection between coaching data and business outcomes is often unclear AI capabilities Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Sessions are scheduled coaching, not a DM. Boon inside AI assistants such as Claude and ChatGPT. AI practice between sessions. Grow is in-the-moment AI coaching for the whole workforce in Slack, Teams, and the apps people already use. Manage is always-on coaching for managers. Lead adds always-on AI alongside 1:1. 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context Advertises 4,000+ coaches across 70 countries. Larger network, but matching is more algorithmic than contextual Launches within a week. Consultative approach with a dedicated partner who knows your culture Enterprise implementations can be lengthy. Account team continuity varies Security SOC 2 compliant with enterprise-grade data protection SOC 2 Type II, ISO 27001, FedRAMP. Strong security posture, particularly for public sector Group coaching Grow cohorts with peer learning and Together team workshops built into the system Manage includes peer learning and team coaching sessions. Intact-team workshops are not a first-class SKU ## Where BetterUp wins, and where Boon wins. Coach network size: BetterUp advertises 4,000+ coaches vs. Boon's 300+ Brand recognition: A decade of market presence and Fortune 500 logos Behavioral science: Deep investment in the Whole Person Model and research Government certifications: FedRAMP, StateRAMP for public sector organizations Integrated system: Five programs (Scale, Grow, Exec, Together, Adapt) that share context and data Customization: Programs mapped to your competencies, not a one-size model Manager visibility: Structured alignment sessions that connect coaching to the job Affordability: Usage-based pricing that extends coaching beyond the executive tier Slack and Teams follow-through plus Boon inside AI assistants such as Claude and ChatGPT. Sessions are scheduled coaching, not a DM. ROI clarity: 23% average competency improvement, measured against your specific framework BetterUp is a strong platform with genuine strengths. The right choice depends on which bet maps to your organization's development goals. Both are defensible decisions. The mistake is choosing without understanding the structural differences. ## BetterUp alternatives for mid-market companies. BetterUp alternatives for mid-market companies (500 to 5,000 employees) are coaching platforms that deliver enterprise-quality development without enterprise pricing or implementation complexity. The most evaluated options in 2026 are Boon, CoachHub, Torch, EZRA, Growthspace, and Sounding Board. Mid-market teams usually hit three walls with BetterUp. Per-seat pricing does not scale down gracefully: a 40-person manager cohort at enterprise rates can consume most of an annual L&D budget before it covers the highest-impact population. Typical enterprise rollouts often assume resources most mid-market HR teams do not have: a dedicated program manager, HRIS and LMS integration, and a 90-day onboarding runway. And the feature depth is built for problems a 1,200-person company does not have yet. None of this is a knock on BetterUp. They built for their market. Their market just is not everyone's market. The same gap shows up at 1,000 employees: alternatives that price on usage or focused cohorts, not a workforce-scale license, that a lean People team can launch in weeks rather than a quarter. When mid-market HR teams pick well, they optimize for three things. Speed to value: managers in sessions within 30 days, coach matching in days rather than weeks, and program templates instead of built-from-scratch rollouts. Pricing that matches the growth stage: cohort-based or usage-based models that reward focused deployment instead of penalizing you for not having 1,000 seats. And a coaching model built for the manager layer, where the real development gap sits: structured cohort programs with defined skill arcs rather than open-ended exploration. For the manager-layer version of this comparison, see our guide to the best coaching platforms for managers. If the shortlist is a live-class catalog plus a 24/7 AI coach, read Hone vs Boon. If the shortlist is an AI-only coach in Microsoft Teams, start with Valence vs Boon. ## Also evaluating other platforms? ## Questions from buyers evaluating BetterUp alternatives. ### What are the best alternatives to BetterUp in 2026? Boon fits mid-market companies of 500 to 5,000 employees that want usage-based pricing and competency measurement. BetterUp sells a performance OS with Lead, Manage, Grow, and Ready, a coach network it advertises as 4,000+, and performance intelligence aimed at CEO-friendly metrics. Boon replaces that with usage-based pricing, coaching mapped to your competency framework, manager tri-party alignment, and five connected program formats (1:1 coaching, manager cohorts, executive coaching, team workshops, and change management), rated 4.8/5 on G2 versus BetterUp's 4.5. The right alternative still depends on what BetterUp is not delivering. For deeper customization tied to specific competencies and manager involvement, Boon and Torch are built for that. For HR workflow integration with coaching as a feature, Leapsome and Culture Amp compete on that dimension. For cost-driven access, EZRA and Growthspace are worth evaluating. ### Is Boon better than BetterUp? That depends on what you need. BetterUp is better if you want a performance OS with four entry products, a coach network it advertises as 4,000+, strong brand recognition, government certifications (FedRAMP), and a well-established research bench. Boon is better if you need coaching mapped to your specific competency framework, structured manager tri-party involvement, and measurement that shows competency-level behavior change. Boon also covers more development formats: 1:1 coaching, manager cohorts, executive coaching, team workshops, and change management in one system. BetterUp's primary strength is human plus AI coaching at workforce scale, plus performance intelligence. Boon's strength is program breadth, your competency language, and usage-based pricing. ### How much does BetterUp cost compared to alternatives? BetterUp does not publish list pricing. Enterprise contracts are license-based and vary by deal size. Grow (workforce AI coaching in the apps people use) is typically a separate, lower-priced layer. Boon uses usage-based pricing: you pay for coaching people actually use, measured as completed sessions, across five programs. For most organizations comparing the two directly, the right comparison is not the headline price. It is the cost per verified behavior change, which requires understanding utilization rates and measurement capabilities. ### What's the difference between BetterUp and Boon? Four structural differences. First, customization: BetterUp applies its Whole Person Model and performance intelligence across clients. Boon maps coaching to your specific competency framework. Second, manager visibility: BetterUp Manage gives managers always-on coaching and team tooling. Boon includes structured tri-party alignment sessions with the manager, employee, and coach. Third, program variety: BetterUp sells Lead, Manage, Grow, and Ready on one platform. Boon has five formats (Scale, Grow, Exec, Together, Adapt) that share data, including intact-team workshops. Fourth, measurement: BetterUp reports CEO-friendly metrics such as manager effectiveness, attrition, and productivity. Boon tracks competency-level behavior change with pre and post assessments, averaging 23% improvement. ### Which BetterUp alternative has the best ROI measurement? Measurement depth varies significantly across platforms. BetterUp uses its Whole Person Model for pre and post assessments, which are standardized across all clients. Growthspace measures KPI completion within skill sprints. Leapsome and Culture Amp measure coaching within an HR workflow context. Boon maps assessments to your specific competency framework, producing scores that show what changed in the capabilities your organization actually cares about. Across six-month Grow programs, the average competency improvement is 23%. The right question is whether you need standardized benchmarks or client-specific measurement. ### Should I use BetterUp or a leadership development system? Use BetterUp if you want a performance OS: Lead for top leaders, Manage for always-on manager coaching, Grow for workforce AI coaching in Slack and Teams, Ready for resilience through change, plus FedRAMP and a research bench. Use a leadership development system like Boon if you need to connect coaching to your existing competency framework, put the manager in a tri-party contract, report competency-level outcomes to the board, or cover five formats (including workshops and change) on usage-based pricing without stacking vendor contracts. ### What are the best BetterUp alternatives for a 1,000-employee company? At 1,000 employees the usual miss is buying a global performance OS priced per licensed member when you need manager and executive coaching plus a few team workshops, run by a lean HR team. Boon is usage-based, with five programs (Scale, Grow, Exec, Together, Adapt) and a 2 to 3 week launch. Other names buyers shortlist: CoachHub (languages and EMEA), Torch (coaching plus mentoring), EZRA (unlimited 1:1 at enterprise scale), Growthspace (skill sprints), and Sounding Board (coaching-first curriculum). Stay with BetterUp if you need FedRAMP, 4,000+ coaches, and workforce-scale Lead, Manage, Grow, and Ready. Behavioral-nudge products are a different category, not a like-for-like coaching alternative. ### How much would BetterUp cost for a 1,000-employee company? BetterUp prices by licensed members and coaching intensity, not company headcount, so coaching 80 managers is a different bill than licensing 1,000 people. BetterUp does not publish list pricing. Vendr describes per-member annual fees often between $1,800 and $4,500. Using only that attributed band, 80 managers is a different order of magnitude than 1,000 licensed members. Boon's usage-based model means you do not license the whole 1,000 to coach the people who actually sit in sessions. ### What makes a coaching platform better for mid-market companies than enterprise platforms? Mid-market coaching platforms prioritize fast implementation (often 2 to 4 weeks instead of a typical enterprise rollout of 2 to 3 months), transparent pricing that does not require enterprise-scale budgets, and program structures that do not assume a dedicated L&D team. Enterprise platforms offer more features and customization, but mid-market companies usually need focus and speed over breadth. Boon's usage-based pricing and 2 to 3 week launch timeline fit this segment. ### How much should a mid-market company expect to pay for a coaching platform? Mid-market companies typically spend $15,000 to $75,000 annually for a cohort of 30 to 60 managers, depending on program length and coaching intensity. Per-seat enterprise platforms often price by licensed headcount, which becomes prohibitively expensive for smaller populations. Look for cohort-based or usage-based pricing that aligns with your deployment model. ### What happened to BetterUp? BetterUp began winding down its BetterUp for Individuals subscription product as of February 1, 2026. New subscriptions and coaching sessions stopped being available for purchase on January 31, 2026, and the individual coaching option officially ends on January 31, 2027, according to BetterUp's own support FAQ. The company is concentrating on large enterprise contracts. ### Is Boon or BetterUp better for mid-market vs enterprise companies? Stay with BetterUp if you are buying a global enterprise performance OS: the 4,000+ coaches BetterUp advertises, FedRAMP, and license-based scale across Lead, Manage, Grow, and Ready. Choose Boon if you are a mid-market company (roughly 500 to 5,000 employees) with a lean People team that needs coaching mapped to your competency framework, manager tri-party alignment, and a 2 to 3 week launch. Boon is a different system, not a smaller copy of BetterUp. ### Does BetterUp use per-seat or usage-based pricing? BetterUp uses license-based enterprise pricing. Quotes are custom and not publicly disclosed. BetterUp does not publish list pricing. BetterUp Grow is typically a separate, lower-priced layer. Boon uses usage-based pricing: you pay for coaching people actually use, measured as completed sessions, across five programs. ### How long does BetterUp take to implement compared to Boon? Typical BetterUp enterprise rollouts often assume a dedicated program manager, HRIS and LMS integration, and a 90-day onboarding runway, and they often take 2 to 3 months. Boon programs, including Scale, Grow, Exec, Together, and Adapt, launch within a week, with coach matching in days rather than weeks. Implementation speed is one reason mid-market People teams evaluate a BetterUp alternative. ## See how Boon maps coaching to your competency framework. 30 minutes. We'll walk through how Boon maps to your specific challenges, show what competency measurement looks like in practice, and answer the comparison questions your team is asking. -------------------------------------------------------------------------------- title: "AceUp vs Boon: Team Coaching vs Coaching System (2026) | Boon" description: "AceUp (aceup.com) is leadership and team coaching plus Ally, an AI coach in Slack and Teams." source: "https://www.boon-health.com/compare/aceup" -------------------------------------------------------------------------------- # AceUp vs Boon: team coaching with AI compared with a coaching system. AceUp is leadership and team coaching plus an AI coach in Slack and Teams. Boon is usage-based coaching, with the manager in the contract, five programs, and competency scores. Team coaching and a coaching system are different jobs. AceUp (aceup.com) is leadership and team coaching plus Ally, an AI coach in Slack and Teams. Boon is usage-based coaching in the workflow, with manager involvement and competency measurement. AceUp's core is the ITO model: 1:1 leadership coaching, systemic team coaching through the Team Transformation Engine, and Ally for practice between sessions. Boon's core is five connected programs, Scale, Grow, Exec, Together, and Adapt, mapped to your competency framework. Live lists of BetterUp alternatives often name AceUp for the team-coaching-plus-AI job. Boon is the alternative for the coaching-system job. ## “What's the difference between AceUp and Boon?” Both help managers grow. Both show up next to BetterUp in buyer research. The split is the product. AceUp sells team coaching and an AI coach people can open in Slack or Teams. Boon sells coaching that lives in the workflow as follow-through after a scheduled session, with the manager involved and scores on your competencies. Boon vs BetterUp is the coaching-platform comparison. This page is team-plus-AI versus a coaching system. ## Three reasons L&D teams evaluate Boon after AceUp. AceUp is built so a team can be coached together and every person can open Ally in Slack or Teams. Boon is built so people have a scheduled coaching relationship, mapped to your competency framework, with the manager in the contract. Team coaching and a coaching system are both useful. They are not the same buy. A team program with an AI companion is a real way to grow alignment. It does not replace a multi-month coaching engagement with kickoff, practice, and closeout. If ChatGPT named AceUp as a BetterUp alternative, that is the team-plus-AI answer. Boon is the coaching-system answer. AceUp lets sponsors see TalentOS dashboards and lets managers broadcast focus areas in Ally. Boon includes structured kickoff and closeout sessions with the manager, the employee, and the coach. When development has to connect to the job, the manager has to be in the contract, not only in the dashboard. Team-leader 1:1s and Ally broadcasts are sourced AceUp features. They are not tri-party goal-setting. If the sponsor is a CHRO who needs managers accountable for what changed, that loop is the decision. AceUp does not publish a rate card. Boon charges for coaching sessions used, with no per-seat commitment, across five programs. Boon also runs pre and post assessments against your framework, with 23% average competency improvement, 89% session attendance, and +87 NPS. Ally at every desk is the right meter when AI practice should be unlimited. It is the wrong meter when you want to pay for coaching that happens, then show competency movement on your model. Those are different business cases. ## Five coaching programs vs. team coaching plus Ally. AceUp is strongest as team coaching, 1:1 leadership coaching, and AI practice. Boon is strongest as one system for 1:1 coaching, manager cohorts, executive coaching, team workshops, and change. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and Slack or Teams follow-through stay attached. See how each program works. Team Transformation Engine: systemic team coaching against 12 core competencies, with Team Compass diagnostics (aceup.com). 1:1 leadership coaching from vetted coaches AceUp describes as having 15+ years of corporate leadership experience, more than a third MCC-certified. AI coaching in Slack and Teams: nudges, role-play, meeting prep, and reinforcement between human sessions (aceup.com/meet-ally). Intelligence dashboard for diagnostics, custom journeys, and live impact views across 1:1, team, and AI coaching. AceUp's strength is systemic team coaching plus always-on Ally. Human 1:1 leadership coaching is real. The platform's center of gravity is the team and the AI companion, not five connected coaching programs. ## AceUp vs Boon, feature by feature. Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework AceUp maps coaching to its Human-Centered Leadership model and 12 core team competencies. TalentOS can align journeys to your leadership competencies (aceup.com/our-approach). Pre/post scores against your framework are not the sourced center Program configuration Every program configured to your pressure points. No two implementations look the same Programs AceUp describes as tailored to organizational needs and goals: AceUp for Teams, AceUp for Leaders, AceUp for All, plus executive coaching. Strong configuration for team and leadership coaching Coach context Coaches briefed on your culture, competencies, and specific development goals Coaches trained in AceUp's Human-Centered Leadership model and equipped with Ally insights (aceup.com/our-approach). Former operators and senior leaders, with more than a third of the network MCC-certified Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program TalentOS includes Team Compass diagnostics, assessments, and 360 feedback (aceup.com). Output is AceUp's model and team-health view, not native pre/post scores on your leadership framework Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs ITO model: Individual (1:1 leadership coaching), Team (Team Transformation Engine), Organization (TalentOS), with Ally in every program. Team-and-AI first, five named coaching programs are not the architecture Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Team coaching includes 1:1 for team leaders. Ally lets managers broadcast focus areas (aceup.com/meet-ally). The manager is not in a tri-party coaching contract by default Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results TalentOS live dashboards give HR and business leaders real-time insight into impact (aceup.com/our-approach). That is program-sponsor visibility, not a manager competency view on your framework Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had TalentOS is the intelligence dashboard for leadership and team development. A dedicated manager-facing competency view against your framework is not the sourced product center Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Team coaching plus Ally reinforcement. Kickoff and closeout with the manager, employee, and coach is not the AceUp model published on aceup.com Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Human 1:1 coaching is a confidential layer. Ally and TalentOS share team and program signal. Session content and org dashboards are separate surfaces Pricing model Usage-based. Pay for coaching your people actually use No public pricing model on aceup.com. Programs are quoted. This page does not invent a commercial model Pricing transparency Clear pricing structure discussed upfront in the evaluation process No public rate card on aceup.com. This page does not invent a price Coaching accessibility Designed to bring coaching to every level, not just the leadership tier This is the Ally edge: AceUp for All is AI coaching for every employee, from frontline to emerging leaders, in Slack and Teams (aceup.com/meet-ally) Unused sessions Usage-based model means you're not paying for sessions that don't get used AceUp does not publish how unused human coaching sessions are billed. Confirm in evaluation. This page does not invent a policy Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management One system for 1:1 leadership coaching, systemic team coaching, executive coaching, and Ally. Human coaching plus AI, not five connected Boon programs Outcome measurement Competency-level tracking showing verified behavior change over time AceUp publishes team-level stats on aceup.com/our-approach: 61% increase in team performance, 37% increase in team cohesion and adaptability, 89% improvement in strategic alignment, 85% of participants apply coaching tools within 30 days. Treat those as AceUp-reported, not a Boon-comparable competency score Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board TalentOS live dashboards for HR and business leaders, plus Ally heatmaps of competency gaps (aceup.com). Board-ready movement against your framework is not the native story Customer portal Real-time portal for your L&D team with participation, progress, and competency data TalentOS is AceUp's intelligence dashboard: diagnostics, journeys, and live impact views. Strong for team and program operations Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs AceUp measures against its own model and 12 team competencies. It does not publish a competency-growth percentage against a client framework on aceup.com, so this page does not invent one Business case support We help you build the ROI narrative to defend and expand the coaching investment The business case AceUp publishes is team performance and cohesion, with Ally as the scale layer. The case is team coaching plus AI, not usage-based coaching ROI AI capabilities AI practice between scheduled coaching sessions. Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Boon inside AI assistants such as Claude and ChatGPT Ally is AceUp's AI coaching layer in Slack and Teams (aceup.com/meet-ally): contextual nudges, role-play simulations, meeting prep, and reinforcement between human sessions. This is a sourced AceUp strength Slack, Teams, and AI assistants Native Slack app and Microsoft Teams app (Boon Coaching Nudges) for follow-through after a scheduled session. Through MCP, employees can use Boon inside AI assistants such as Claude and ChatGPT to check goals, session history, action items, and competency scores, prepare for sessions, and rehearse conversations Ally lives in Slack and Microsoft Teams as always-on AI coaching (aceup.com/meet-ally). TalentOS integrates with HR, L&D, and performance systems. Use inside AI assistants such as Claude and ChatGPT is not a sourced AceUp feature Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 Vetted coaches AceUp describes as having 15+ years of corporate leadership experience, with more than a third MCC-certified (aceup.com). This page does not invent an AceUp coach-network size or G2 score Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Ally for All is built to deploy through existing Slack and Teams (aceup.com/meet-ally). Human coaching programs are quoted and configured. Fast for the AI layer Security SOC 2 compliant with enterprise-grade data protection Enterprise customers are featured on aceup.com. Confirm current certifications during evaluation. This page does not invent a security attestation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Systemic team coaching through the Team Transformation Engine is a core AceUp offering, alongside 1:1 leadership coaching. Group work is the team, not a manager cohort curriculum ## Where AceUp wins, and where Boon wins. Team Transformation Engine: systemic team coaching against 12 core competencies, plus Team Compass diagnostics (aceup.com) Ally in Slack and Teams: contextual nudges, role-play simulations, meeting prep, and reinforcement between human sessions (aceup.com/meet-ally) AceUp-reported results on aceup.com/our-approach: 61% increase in team performance, 37% increase in team cohesion and adaptability, 89% improvement in strategic alignment, 85% of participants apply coaching tools within 30 days ITO model plus TalentOS: Individual, Team, and Organization in one dashboard, with journeys AceUp can align to your leadership competencies Science partnership AceUp publishes: Human-Centered Leadership model with the Institute of Coaching at McLean Hospital, a Harvard Medical School affiliate. Coach bench AceUp describes as 15+ years of leadership experience, more than a third MCC Five program formats: Scale, Grow, Exec, Together, Adapt, so team coaching is not the whole system Usage-based pricing: pay for coaching that gets used, not an unpublished seat or program quote Manager visibility: structured tri-party alignment that connects coaching to the job Competency measurement against your framework: 23% average improvement, 89% session attendance, +87 NPS Slack and Teams as follow-through after a scheduled session, plus Boon inside AI assistants such as Claude and ChatGPT. 300+ coaches, 4.8/5 on G2, SOC 2 AceUp is the better fit when you want systemic team coaching and an AI coach in Slack and Teams. Boon is the better fit when you want coaching for managers you can measure, with the manager in the loop and follow-through in Slack and Teams. They are not interchangeable. If the board question is what changed, see leadership development you can take to the CHRO. ## Also evaluating other platforms? ## Questions from teams evaluating AceUp. ### What's the difference between AceUp and Boon? AceUp (aceup.com) is leadership and team coaching plus Ally, an AI coach. Its core is the ITO model (Individual, Team, Organization): 1:1 leadership coaching, systemic team coaching through the Team Transformation Engine, and Ally in Slack and Teams for practice, nudges, and reinforcement between sessions. TalentOS is the intelligence dashboard. Boon is a coaching system: five programs (Scale, Grow, Exec, Together, Adapt), usage-based pricing, manager tri-party alignment, competency scores against your framework, and Slack and Teams as follow-through after a scheduled coaching session. They are not interchangeable. AceUp wins as team coaching plus always-on AI practice. Boon wins as coaching you can take to the board. ### Is AceUp a BetterUp alternative? AceUp shows up on "best BetterUp alternatives" lists because it is leadership and team coaching plus an AI coach in Slack and Teams, which is a different job from BetterUp's coaching platform. That is a fair alternative if the gap you are trying to close is team coaching, Ally practice, and TalentOS measurement. It is the wrong alternative if the gap is usage-based human coaching, manager involvement, and competency measurement against your framework. Boon is the BetterUp alternative for that second job. See Boon vs BetterUp for the coaching-platform bakeoff. Pick AceUp when the buy is team coaching plus AI. Pick Boon when the buy is a coaching system. ### What is a good AceUp alternative? A good AceUp alternative depends on the job. If you want systemic team coaching, 1:1 leadership coaching, and Ally in Slack and Teams, AceUp is built for that and you may not need an alternative. If you want usage-based coaching mapped to your competency framework, with the manager in the contract and follow-through in Slack and Teams, Boon is the alternative to evaluate. Boon is 4.8/5 on G2. This page does not publish an AceUp G2 score. Other platforms buyers compare in this set include BetterUp, CoachHub, Torch, Hone, Ezra, and Bravely. ### Is AceUp or Boon better for managers? AceUp is better when the unit of work is the team: Team Transformation Engine coaching, Team Compass diagnostics, and Ally nudges that keep a group aligned to shared goals. That is team coaching. Boon is better when manager development is a designed program: Grow cohorts with peer learning, coaching mapped to your competency framework, and kickoff and closeout sessions with the manager, the employee, and the coach. If the need is team coaching plus AI practice, pick AceUp. If the need is a manager coaching program, pick Boon. See coaching for managers for what that program looks like. ### How does AceUp pricing compare to Boon? There is no public rate card on aceup.com. AceUp quotes programs. This page does not invent an AceUp price or commercial model. Boon uses usage-based pricing: you pay for coaching sessions used, not per-seat licenses, across five programs. Usage-based pricing is simpler when utilization will vary by level and you do not want to pay for unused seats. Neither number on this page is a quote. ### Can I use AceUp and Boon together? Yes, if the jobs stay split. AceUp can remain the team-coaching and Ally layer. Boon can run the coaching system for managers, executives, teams, and change, with Slack and Teams follow-through after sessions. That only works when people are not coached twice for the same goal in two systems. If you are buying one platform to do both jobs, pick the job that matters more. A 30-minute conversation is enough to draw the line. ## See what coaching in the workflow looks like in practice. 30 minutes. We will walk through how Boon's five programs map to the job team coaching plus Ally does not cover. -------------------------------------------------------------------------------- title: "Bravely vs Boon: On-Demand Coaching Compared (2026) | Boon" description: "Bravely is on-demand 1:1 coaching as an employee benefit, plus Bea, a proactive AI coach in Slack and Teams (workbravely.com)." source: "https://www.boon-health.com/compare/bravely" -------------------------------------------------------------------------------- # Bravely vs Boon: on-demand coaching compared. Bravely is on-demand 1:1 coaching people can book 24/7, plus Bea in Slack and Teams. Boon connects coaching, cohort development, executive support, and team workshops into one system tied to your competency framework. Slack and Teams are follow-through for Boon, not the session room. Bravely is on-demand 1:1 coaching sold as an employee benefit (workbravely.com, not bravely.io). Sessions are 45 minutes and confidential, available 24/7 including nights and weekends, with coverage in 68 countries and 33 languages. Bea is the proactive AI coach: it lives in Slack, Teams, and meetings, surfaces performance gaps, and starts the conversation. Named customers include Zillow, Pinterest, and Autodesk. Boon is a leadership development system with five connected programs and competency-framework measurement. Native Slack and Teams apps cover nudges, action items, session prep, and goal check-ins. The live session is scheduled coaching, not a DM. MCP connects that data to AI assistants such as Claude and ChatGPT, so employees can prepare for sessions and rehearse conversations there. Bravely wins as a broad employee benefit plus in-workflow AI. Boon wins as a leadership development system with measurement and manager involvement. They are not interchangeable. ## “We need coaching for everyone, not just leaders. Isn't that the same thing?” Access for everyone and development for everyone are different purchases. Bravely is built so any employee can book a confidential session when a workplace challenge shows up. Boon is built so coaching, cohorts, executive work, and team sessions share one competency picture. If you want a benefit, Bravely is the better fit. If you want a system, Boon is the better fit. Pretending they do the same job is how stacks get expensive. ## Three reasons L&D teams evaluate Boon after Bravely. Bravely is built as a benefit people can use when something comes up. Boon runs pre and post assessments against your competency framework, with 23% average competency improvement, 89% session attendance, and +87 NPS. If a CHRO has to show what changed, the measurement layer is the decision. On-demand usage is a real signal. It is not the same as competency scores. Boon's 2026 roundup names thinner measurement as a Bravely limitation. That is a design choice, not a bug. Bravely is employee-initiated and confidential, which is the right design for a benefit. Boon includes structured kickoff and closeout sessions with the manager, the employee, and the coach. When development has to connect to the job, the manager has to be in the contract. Confidential 45-minute sessions are a feature when the topic is a workplace challenge the employee does not want on a manager dashboard. They are a gap when the topic is a leadership competency the organization is trying to move. Bravely combines on-demand 1:1, group training, and microlearning. Boon adds dedicated executive coaching (Exec), cohort manager development (Grow), intact-team workshops (Together), and coaching-led change (Adapt). The roundup is direct: less depth in executive coaching or cohort manager programs. A benefit that covers everyone will not look like a senior-leader partnership or a 12-week manager cohort. If you need those formats, you are shopping for a different product. ## A development system vs. an employee benefit. Bravely is excellent at just-in-time access. Boon adds program architecture, measurement, and manager involvement, all in one system with shared context. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and progress flow across programs so your L&D team sees one picture, not five disconnected dashboards. 45-minute confidential sessions, 24/7 including nights and weekends. Coverage in 68 countries and 33 languages. Group training alongside on-demand coaching, inside the same employee-benefit subscription. Short digital learning layered on top of live coaching, framed around well-being and workplace challenges. Proactive AI coach in Slack, Teams, and meetings (workbravely.com). Surfaces blind spots and starts the conversation. Not a separate app people have to remember to open. Bravely's strength is access plus Bea. On-demand coaching as a benefit, available when people need it, and a proactive AI coach in Slack and Teams. Depth in ongoing executive coaching and cohort manager programs is not the design center. ## How do Boon and Bravely compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Well-being and workplace-challenge framing. Employee-initiated sessions are not mapped to a client competency framework Program configuration Every program configured to your pressure points. No two implementations look the same On-demand 1:1, group training, and digital microlearning in one subscription. Configuration is lighter because the model is a benefit, not a designed program per population Coach context Coaches briefed on your culture, competencies, and specific development goals Vetted professional coaches across 68 countries and 33 languages. Context is the employee's immediate challenge, not a multi-month brief against your framework Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Measurement is thinner than competency platforms. Do not expect pre/post scores against your leadership framework as the native output Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs On-demand 1:1 plus group training and digital microlearning. Less depth in executive coaching or cohort manager programs Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Employee-initiated and confidential. The manager is not in the coaching contract by design Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Benefit-level reporting may exist for sponsors. Manager-level competency trends are not the product center Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had No sourced dedicated manager-facing development dashboard. Confidentiality of the 45-minute session is the point Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability On-demand sessions are between the employee and the coach. Tri-party kickoff and closeout is not the model Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. 45-minute confidential sessions. Confidentiality is a sourced strength of the benefit model Pricing model Usage-based. Pay for coaching your people actually use Annual subscription. Vendr buyer data on Boon's roundup: about $43K average deal, up to $89K Pricing transparency Clear pricing structure discussed upfront in the evaluation process No public rate card. Buyer-reported deal ranges exist via Vendr. Expect a sales conversation for your population Coaching accessibility Designed to bring coaching to every level, not just the leadership tier Built as a benefit for every employee. 24/7 including nights and weekends, 68 countries, 33 languages. This is the access edge Unused sessions Usage-based model means you're not paying for sessions that don't get used Subscription pricing. You pay for access whether people book or not. That is the trade for always-on availability Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management On-demand 1:1, group training, and digital microlearning in one subscription. Executive coaching and cohort manager programs are thinner Outcome measurement Competency-level tracking showing verified behavior change over time Thinner measurement than competency platforms. Utilization and benefit uptake are easier to show than competency movement Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Sponsor reporting on a benefit. Board-ready competency scores are not the native output Customer portal Real-time portal for your L&D team with participation, progress, and competency data Benefit administration and booking are the center of gravity. L&D competency reporting is not Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs No sourced competency-growth figure. Do not invent one. Measurement depth is a sourced limitation Business case support We help you build the ROI narrative to defend and expand the coaching investment The business case is access, well-being, and named customers (Zillow, Pinterest, Autodesk). The case is not competency ROI AI capabilities Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Sessions are scheduled coaching, not a DM. Boon inside AI assistants such as Claude and ChatGPT. AI practice between sessions. Bea is a proactive AI coach in Slack, Teams, and meetings. It surfaces performance gaps and starts the conversation. Human on-demand coaching sits alongside it. Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 Vetted professional coaches with 24/7 coverage in 68 countries and 33 languages. Limited G2 footprint; this page does not invent a G2 score Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Benefit rollout: give people access and they book when they need it. Lower program design load, by design Security SOC 2 compliant with enterprise-grade data protection Enterprise customers include Zillow, Pinterest, and Autodesk. Confirm current certifications during evaluation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Group training is part of the subscription. It is not a sourced equivalent of a cohort manager curriculum or facilitated intact-team workshops ## Where Bravely wins, and where Boon wins. On-demand access 24/7, including nights and weekends, with 45-minute confidential sessions Global coverage: 68 countries and 33 languages (Boon 2026 roundup); Boost also cites 30+ languages Employee-benefit framing: well-being and workplace challenges, employee-initiated, not a leadership-tier program Named customers: Zillow, Pinterest, Autodesk On-demand 1:1, group training, and digital microlearning in one subscription Bea: proactive AI coaching in Slack, Teams, and meetings, not a portal people have to open Five program formats: Scale, Grow, Exec, Together, Adapt across every population and modality Usage-based pricing: pay for coaching that gets used, not an annual access subscription Competency measurement: 23% average improvement tracked against your specific framework Manager visibility: structured tri-party alignment that connects coaching to the job Executive and cohort depth: dedicated Exec partnerships and Grow manager curricula. 4.8/5 on G2, 110+ enterprise customers, SOC 2 Bravely is the better fit when you want coaching as a broad employee benefit: just-in-time, global, and framed around well-being. Boon is the better fit when you want a leadership development system with measurement and manager involvement. They are not interchangeable. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Bravely and Boon? Bravely (workbravely.com, not bravely.io) is on-demand 1:1 coaching sold as an employee benefit, plus Bea, a proactive AI coach that lives in Slack, Teams, and meetings. Sessions are 45 minutes and confidential, available 24/7 including nights and weekends, with coverage in 68 countries and 33 languages. It also combines group training and digital microlearning, with a well-being and workplace-challenge framing that is employee-initiated. Named customers include Zillow, Pinterest, and Autodesk. Boon is a leadership development system with five connected programs (Scale, Grow, Exec, Together, Adapt), manager involvement, and competency-framework measurement. They are not interchangeable. Bravely wins as a broad benefit plus in-workflow AI. Boon wins when you need measurement and manager involvement. ### What is a good Bravely alternative? A good Bravely alternative depends on whether you want coaching as a benefit or coaching as a development system. If you want just-in-time, global, well-being-oriented access for every employee, Bravely is built for that job and you may not need an alternative. If you want a leadership development system with competency scores, manager tri-party alignment, and programs from individual contributors through executives, Boon is the alternative to evaluate. Boon is 4.8/5 on G2. Other platforms in this set include BetterUp, CoachHub, Torch, Ezra, and Growthspace. ### Is Bravely or Boon better for managers? Bravely is better when a manager needs a confidential 45-minute session tonight, including nights and weekends, without a program wrapper. That is the on-demand benefit. Boon is better when manager development is a designed program: Grow cohorts with peer learning, coaching mapped to your competency framework, and kickoff and closeout sessions with the manager, the employee, and the coach. On-demand access makes deep, ongoing coaching relationships harder, which is a sourced limitation of the Bravely model. If the need is a benefit, pick Bravely. If the need is a manager program, pick Boon. ### How does Bravely pricing compare to Boon? Vendr buyer data on Boon's 2026 roundup puts Bravely around a $43K average deal, up to $89K, as an annual subscription. Boon uses usage-based pricing: you pay for sessions used, not per-seat licenses, across five programs. Subscription pricing is simpler when you want a broad benefit everyone can tap. Usage-based pricing is simpler when utilization will vary by level and you do not want to pay for unused access. Neither publishes a public rate card on this page, so both still require a conversation to quote your population. ### When should I pick Bravely over Boon? Pick Bravely when coaching is an employee benefit: just-in-time, 24/7, global (68 countries, 33 languages), well-being and workplace-challenge framing, employee-initiated, with named customers like Zillow, Pinterest, and Autodesk. Pick Boon when coaching is a leadership development system: five formats, manager involvement, and competency scores (23% average improvement across six-month Grow programs, 89% session attendance, +87 NPS). If the job is a benefit, Bravely is the better fit. If the job is development you can take to the board, Boon is the better fit. ### Can I use Bravely and Boon together? Yes, if the jobs stay split. Bravely can remain the on-demand benefit for workplace challenges and well-being. Boon can run the leadership development system for managers, executives, teams, and change. That only works when people are not coached twice for the same goal in two systems. If you are buying one platform to do both jobs, pick the job that matters more and buy for that. A 30-minute conversation is enough to draw the line. ## See what a broader development system looks like in practice. 30 minutes. We will walk through how Boon's program architecture maps to your specific population and development goals. -------------------------------------------------------------------------------- title: "Coachello vs Boon: Slack and Teams Coaching Compared (2026) | Boon" description: "Both Boon and Coachello are native to Slack and Teams. Coachello holds the coaching session in chat." source: "https://www.boon-health.com/compare/coachello" -------------------------------------------------------------------------------- # Coachello vs Boon: Slack and Teams coaching compared. Both are native to Slack and Teams. Coachello holds the coaching conversation in chat, including first-time-manager journeys in Teams and AI avatar roleplays. Boon uses Slack and Teams for nudges, action items, and session prep, connects coaching data to AI assistants such as Claude and ChatGPT through MCP, and runs five programs against your competency framework. Coachello is human plus AI coaching that holds the session inside Microsoft Teams, Slack, and web (coachello.ai). Named surfaces include first-time-manager coaching in Teams and AI avatar roleplays. Paris-headquartered, ICF-credentialed coaches, 40+ countries and 40+ languages. Boon is also native to Slack and Teams: nudges, action items, goal check-ins, and session prep land in the workflow, and through MCP, people can use Boon inside AI assistants such as Claude and ChatGPT to check goals, sessions, and competency scores, prepare for sessions, and rehearse conversations. The live session is scheduled coaching, not a DM. Boon then runs five connected programs (Scale, Grow, Exec, Together, Adapt) mapped to your competency framework. Coachello also has tripartite sessions, so manager involvement is not a Boon-only claim. The split is where the session lives, then how wide the program is. ## “If coaching lives in Slack, why do we need another platform?” Both already live in Slack. The useful question is whether the session itself has to happen in a DM. If yes, Coachello. If the session can be scheduled coaching, and the chat app is for follow-through plus AI assistants such as Claude and ChatGPT, Boon. Both involve the manager. Both mix humans and AI. Pick where the hour happens, then how wide the program is. ## Three reasons L&D teams evaluate Boon after Coachello. Coachello is built to put coaching where work already happens. Boon is built as five connected programs: Scale, Grow, Exec, Together, and Adapt. If you need cohort manager development, intact-team workshops, dedicated executive partnerships, and coaching-led change, distribution is not the whole product. Slack and Teams remove the login problem. They do not create a Grow curriculum or an Adapt change program. Those are different jobs. Coachello aligns journeys to managerial competencies and runs tripartite sessions at the beginning and end. Boon maps coaching, assessments, and goals to the client's own competency framework, with 23% average competency improvement. The difference is whose language the scores are in. Do not read this as "Boon invented manager involvement." Coachello already includes the manager. Read it as framework mapping: your model versus a managerial-competency model delivered in Slack. Coachello sells modular licenses (custom, no public price). Boon charges for sessions used, not per-seat access, across all five programs. When utilization will vary by level, the meter changes who can participate. A modular license is a genuine advantage if you want to start with AI and add human coaching without a new contract. It is a different bet from paying only for sessions that happen. ## Five formats vs. Slack and Teams delivery. Coachello is excellent at putting coaching in the flow of work. Boon adds program formats and client-framework measurement, all in one system with shared context. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and progress flow across programs so your L&D team sees one picture, not five disconnected dashboards. ICF-credentialed coaches booked from Slack or Teams calendars. Sessions in 40+ countries and 40+ languages. Paris HQ. AI coaching plus AI avatar roleplays inside Slack, Microsoft Teams, and web. First-time-manager journeys are a named Teams use case. Assessments and peer flash-feedback in the Slack Marketplace, in the same surface as the coaching. Matching algorithm Coachello reports at 97% match-satisfaction. Session reports for leaders. Tripartite sessions at the beginning and end. Coachello's strength is distribution. Human and AI coaching inside Slack, Teams, and web, live in minutes. Tripartite sessions exist at the beginning and end. The gap is program breadth and mapping to your specific competency framework. ## How do Boon and Coachello compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Personalized journeys aligned to managerial competencies, including tripartite sessions at the beginning and end. Mapping to the client's own framework is less central than Boon's model Program configuration Every program configured to your pressure points. No two implementations look the same Modular license: start with AI or human coaching and add layers without a new contract. Personalized journeys inside Slack, Teams, and web Coach context Coaches briefed on your culture, competencies, and specific development goals ICF-credentialed coaches, top 7% acceptance across a three-stage evaluation (Boon 2026 roundup). Matching algorithm Coachello reports at 97% match-satisfaction Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Assessments and peer flash-feedback in the Slack Marketplace, plus session reports for leaders. Native to Slack/Teams rather than to your competency model Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs Human plus AI coaching inside Slack, Teams, and web. Strong on distribution. Narrower across cohort, intact-team workshops, and coaching-led change Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Tripartite sessions at the beginning and end. The manager can be added when the 1:1 is booked in calendar. This is a sourced Coachello feature, not a Boon exclusive Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Session reports for leaders. Visibility lives in Slack/Teams rather than a competency portal mapped to your framework Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Leader reports and in-flow visibility inside Slack and Teams. A dedicated competency dashboard across five programs is not the product center Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Tripartite sessions at the beginning and end, aligned to managerial competencies. Do not score this as a Boon-only idea Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Human coaching remains a confidential 1:1. Leader reports and peer flash-feedback are a separate, more observable layer Pricing model Usage-based. Pay for coaching your people actually use Modular license (custom). Start with AI or human coaching and add layers without a new contract. Not usage-based per session Pricing transparency Clear pricing structure discussed upfront in the evaluation process No public pricing. Modular licenses are quoted. Confirm the mix of AI and human layers during evaluation Coaching accessibility Designed to bring coaching to every level, not just the leadership tier This is the distribution edge: coaching inside Slack and Teams, live in minutes, in 40+ countries and 40+ languages Unused sessions Usage-based model means you're not paying for sessions that don't get used License-based modules. Utilization depends on how you mix AI and human layers. Unused human sessions are not billed the Boon way Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Human coaching, AI coaching, assessments, peer flash-feedback, and leader reports in one Slack/Teams surface. Fewer standalone program formats Outcome measurement Competency-level tracking showing verified behavior change over time Coachello reports 10x faster skills progression and 79%+ voluntary engagement. Those are vendor-reported figures, not independent measurements on this page Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Session reports for leaders inside Slack and Teams. Board-ready competency movement against your framework is not the native story Customer portal Real-time portal for your L&D team with participation, progress, and competency data The workplace is the portal: Slack, Teams, and web. L&D reporting across five program formats is not Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Aligned to managerial competencies. Coachello reports 10x faster skills progression. Treat that as a Coachello claim, not a Boon-comparable competency score Business case support We help you build the ROI narrative to defend and expand the coaching investment The business case is adoption: live in minutes, in the flow of work, with modular AI and human layers. Confirm the measurement story in a pilot AI capabilities Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Sessions are scheduled coaching, not a DM. Boon inside AI assistants such as Claude and ChatGPT. AI practice between sessions. The 1:1 session lives in Slack or Teams. First-time-manager coaching in Microsoft Teams, plus AI avatar roleplays for feedback, delegation, and conflict. Modular: start with AI, add human coaching later, or the reverse. Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 ICF-credentialed coaches, top 7% acceptance, three-stage evaluation. Sessions in 40+ countries and 40+ languages. This page does not publish a G2 score Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Distribution is the implementation story: embed in Slack or Teams and go live in minutes. That is the sourced Coachello edge Security SOC 2 compliant with enterprise-grade data protection Embeds in Microsoft Teams and Slack, which inherit those workplaces' access controls. Confirm Coachello's own certifications during evaluation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Peer flash-feedback is in the Slack Marketplace. That is not a sourced equivalent of Grow cohorts or Together intact-team workshops ## Where Coachello wins, and where Boon wins. The session itself lives in Slack or Teams, including first-time-manager coaching in Microsoft Teams AI avatar roleplays for the conversations managers actually have: feedback, delegation, conflict Global delivery from a Paris HQ: sessions in 40+ countries and 40+ languages, ICF-credentialed coaches Slack Marketplace surface: assessments, peer flash-feedback, AI coaching, calendar booking, matching, leader reports Coach quality controls Coachello and Boon's roundup both cite: top 7% acceptance, three-stage evaluation, 97% match-satisfaction reported by Coachello Modular license: start with AI or human coaching and add layers without a new contract. Tripartite sessions at the beginning and end Five program formats: Scale, Grow, Exec, Together, Adapt, including Adapt for AI-driven change Slack and Teams follow-through (nudges, action items, session prep) plus Boon inside AI assistants such as Claude and ChatGPT. The session is scheduled coaching, not a DM. Usage-based pricing: pay for coaching that gets used, not a modular seat or license mix Competency measurement mapped to your framework: 23% average improvement, 89% session attendance, +87 NPS More formats than a Slack/Teams coaching surface: cohort curricula, intact-team workshops, dedicated executive partnerships 110+ enterprise customers, 300+ coaches, 4.8/5 on G2, SOC 2. Manager involvement exists on both sides; the Boon edge is framework mapping Coachello is the better fit when distribution is the constraint: coaching inside Slack and Teams, live in minutes. Boon is the better fit when program architecture is the constraint: five formats, a client competency framework, usage-based pricing, and Adapt for AI-driven change. Coachello already includes tripartite sessions, so manager involvement is not the differentiator. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Coachello and Boon? Both platforms are native to Slack and Microsoft Teams. The difference is what happens there. Coachello holds the coaching conversation inside Slack or Teams: book, reschedule, and run the session in the chat app, with AI coaching in the same surface. Boon uses Slack and Teams as the follow-through layer (nudges, action items, goal check-ins, session prep) and connects coaching data to AI assistants such as Claude and ChatGPT through MCP. The live session is scheduled coaching, not a DM. Boon then covers five programs (Scale, Grow, Exec, Together, Adapt) mapped to your competency framework. Coachello also runs tripartite sessions, so manager involvement is not the differentiator. They are not the same job. ### What is a good Coachello alternative? A good Coachello alternative depends on where the session should live. If the constraint is holding the 1:1 itself inside Slack or Teams, live in minutes, with modular AI or human layers, Coachello is built for that job. If the constraint is a leadership development system with Slack/Teams follow-through, Boon inside AI assistants such as Claude and ChatGPT, five formats, competency-framework mapping, and Adapt for AI-driven change, Boon is the alternative to evaluate. Both are native to Slack and Teams. Boon is 4.8/5 on G2. This page does not publish a Coachello G2 score. Other platforms in this set include BetterUp, CoachHub, Torch, Ezra, and Growthspace. ### Is Coachello or Boon better for managers? Coachello is better when managers will only do the session if it happens in Slack or Teams. Boon is better when managers will do a scheduled coaching session, then need the commitments to show up as Slack or Teams nudges, action items, and session prep in AI assistants such as Claude and ChatGPT, inside a Grow cohort mapped to your competency framework. Both have AI practice. Both involve the manager. Do not treat Slack nativeness or manager involvement as Boon-only ideas. The split is where the session lives, then how wide the program architecture is. ### How does Coachello pricing compare to Boon? Coachello uses a modular license: start with AI or human coaching and add layers without a new contract. Pricing is custom; there is no public rate card. Boon uses usage-based pricing: you pay for sessions used, not per-seat licenses, across five programs. Modular licensing is the better fit when you want to start with AI inside Slack or Teams and add human coaching later. Usage-based pricing is the better fit when the spend you care about is live coaching across IC, manager, executive, team, and change programs in one system. ### When should I pick Coachello over Boon? Pick Coachello when the session itself must happen in Slack or Teams, live in minutes, with ICF-credentialed coaches in 40+ countries and 40+ languages and a modular AI-or-human license. Pick Boon when you want native Slack and Teams as the follow-through layer (nudges, action items, session prep), MCP so people can use Boon inside AI assistants such as Claude and ChatGPT to prepare for sessions and rehearse conversations, and five connected programs including Adapt. If the adoption gate is "I will not leave chat to be coached," Coachello is the better fit. If the gate is "the work has to survive after the session," Boon is the better fit. ### Can I use Coachello and Boon together? Possible, but the overlap is real. Both are native to Slack and Teams, both offer human 1:1, both mix AI, and both involve the manager. Using both only makes sense if Coachello stays the in-chat session layer and Boon runs the designed programs plus competency measurement and Boon inside AI assistants such as Claude and ChatGPT. If the same managers would be coached twice on the same goals, pick one. A 30-minute conversation is enough to draw that line. ## See what a broader development system looks like in practice. 30 minutes. We will walk through how Boon's program architecture maps to your specific population and development goals. -------------------------------------------------------------------------------- title: "CoachHub Alternative: Usage-Based Pricing | Boon" description: "Choose Boon as a CoachHub alternative if you have a lean mid-market People team and want usage-based pricing." source: "https://www.boon-health.com/compare/coachhub" -------------------------------------------------------------------------------- # CoachHub alternative: who should choose Boon. Choose Boon as a CoachHub alternative if you have a lean mid-market People team and want usage-based pricing. Stay with CoachHub if you need a global enterprise digital coaching platform that advertises 3,500+ coaches across 90+ countries. ## Boon vs CoachHub at a glance FEATURE Boon CoachHub Best for Mid-market People teams that want coaching mapped to their competency framework Global enterprise buyers, especially in Europe Pricing Usage-based. Pay for completed sessions Per-coachee licenses. Does not publish list pricing Implementation Launches within a week, with a dedicated partner Structured onboarding, designed for fast deployment at scale Company size Built for lean People teams that need focus and speed Built for large global deployments across 90+ countries Coach network 300+ ICF-accredited coaches, matched by role and context Advertises 3,500+ coaches across 90+ countries ## Who should choose Boon vs CoachHub? Choose Boon as a CoachHub alternative if you have a lean mid-market People team and want usage-based pricing. Stay with CoachHub if you need a global enterprise digital coaching platform. CoachHub advertises 3,500+ coaches across 90+ countries, uses per-coachee licensing, and does not publish list pricing. It also has a strong European compliance posture. Boon is a five-program development system mapped to your competency framework, with manager tri-party alignment and pay-for-sessions-used pricing, rated 4.8/5 on G2 (37 reviews). Boon is not a smaller CoachHub. It is a different system for companies that need their own competency language more than a 90-country coach marketplace. ## “Digital coaching scales access. But does it connect to our business?” CoachHub makes it easy to deploy coaching across your organization. The harder question is whether that coaching connects to your competency framework, involves managers in development, and produces data that proves what's changing. Boon was built to answer that question. After the bakeoff, the operating question is often whether group sessions create cross-org connection as the real group-coaching transfer, or just another shared hour. If you're evaluating coaching for managers specifically, see our guide on what to look for in a management coaching program. ## Three gaps digital coaching alone can't close. Digital coaching scales access. But access alone doesn't change leadership behavior. Coaching needs to connect to your competency framework, involve managers, and produce data your leadership team trusts. CoachHub excels at deploying coaching broadly. Boon goes further by tying every engagement to your specific competencies and involving managers in the development process. Peer cohorts, AI practice, and team workshops cover problems 1:1 coaching does not. One modality can't solve every development challenge. CoachHub focuses on 1:1 coaching with AIMY as a complement. Boon's architecture connects five distinct programs so data and context flow between them. Engagement dashboards tell you coaching is happening. Competency-level data tells you coaching is working. The difference matters when the budget conversation starts. CoachHub provides strong utilization data. Boon measures verified behavior change against the specific competencies your organization cares about. ## A coaching platform vs. a development ecosystem. CoachHub is a digital coaching platform built for scale. Boon is five connected programs that share context, data, and continuity as your people grow. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. Everything talks to each other. A manager in Grow and their direct report in Scale are working in the same system with shared context. Data flows across programs, so your L&D team sees five programs in one picture. Learn more about how each program works. 1:1 coaching delivered through a digital platform with video sessions and in-app tools. Internal coach training to develop coaching skills within your organization. Platform to manage and deploy internal coaching programs alongside external coaches. AI-powered coaching companion for scalable coaching conversations without a human coach. CoachHub's core strength is 1:1 digital coaching delivered at scale. Academy and Internal Hub are newer additions. AIMY extends reach through AI, but operates separately from the human coaching experience. ## How Boon measures business outcomes. Your CEO asks “what's changing?” and the best answer is engagement metrics and session utilization. Coaching feels valuable. But the data doesn't connect to your competency framework or business outcomes. Without that connection, coaching stays a “nice to have” instead of a strategic investment. Budget gets harder to defend every year. What closes the gap is leadership development you can prove to the board. Pre/post competency assessments mapped to your specific framework Structured alignment sessions connecting coaching goals to on-the-job priorities Real-time dashboards accessible to your L&D team anytime Reporting that shows verified skill growth, not just platform engagement Business case support to defend and expand the coaching investment ## CoachHub Pricing vs. Boon Pricing CoachHub uses per-coachee licensing, typically sold as annual enterprise contracts. CoachHub does not publish list pricing. Quotes vary by volume and geography. Boon uses usage-based pricing tied to actual coaching sessions delivered, which means you pay for what your people actually use rather than licenses that may sit idle. Both platforms require custom quotes for enterprise deployments. The right pricing model depends on your expected utilization rate: if you expect high, consistent usage across the organization, per-seat licensing can be cost-effective. If utilization varies or you are piloting, usage-based pricing reduces risk. ## How do CoachHub and Boon compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Behavioral framework with some customization at enterprise level. Not fully mapped to client-specific competencies Program configuration Every program configured to your pressure points. No two implementations look the same Standardized coaching journeys with configurable session cadence and focus areas Coach context Coaches briefed on your culture, competencies, and specific development goals Coach matching algorithm considers industry and goals. Less emphasis on organizational culture briefing Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Proprietary assessment tools available. Limited mapping to client-specific competency language Product architecture One integrated system: Scale, Grow, Exec, Together, Adapt. Context carries between programs Primarily 1:1 coaching with Digital Coaching, Academy, and Internal Hub as separate offerings Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Coaching relationship is between coachee and coach. No structured manager-coach connection Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results HR dashboards available. Limited direct manager visibility into individual development Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Admin and HR dashboards exist. No dedicated manager-facing team development view Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Coaching goals set between coachee and coach. Manager is not part of the goal-setting process Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Strong confidentiality model, but managers have minimal visibility into development direction Pricing model Usage-based. Pay for coaching your people actually use Per-coachee licensing in annual contracts. Pricing varies by volume and commitment Pricing transparency Clear pricing structure discussed upfront in the evaluation process Requires sales engagement. CoachHub does not publish list pricing. Enterprise rates are custom Coaching accessibility Designed to bring coaching to every level, not just executives and HiPos Platform designed for broad access. AI coaching (AIMY) extends reach beyond human coaching Unused sessions Usage-based model means you're not paying for sessions that don't get used License-based model. Utilization rates vary and unused licenses may still be billed Multi-product value One partner for coaching, cohorts, exec support, and workshops. No stacking vendor contracts Multiple products available but coaching is the primary offering. Less cohort and workshop depth Outcome measurement Competency-level tracking showing verified behavior change over time Goal attainment tracking and coachee self-assessments. Strong engagement metrics Executive reporting Dashboards built to answer 'what's changing?' with data that justifies expanding the investment ROI calculator and aggregate reporting. Focus on engagement and satisfaction metrics Customer portal Real-time portal for your L&D team with participation, progress, and competency data Admin dashboard with analytics, utilization tracking, and program overview Competency growth data Pre/post measurement against your specific competencies. Not generic benchmarks Behavioral assessments available but not fully mapped to client-specific competency frameworks Business case support We help you build the ROI narrative to defend and expand the coaching investment Published ROI research and case studies. Good resources for building the internal business case AI capabilities AI-powered practice space for scenario-based roleplays tied to coaching goals. Smart matching, insights, and between-session reinforcement AIMY AI coach provides standalone coaching conversations. Designed to scale coaching without human coaches 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context Advertises 3,500+ coaches across 90+ countries. Extensive global coverage, especially in Europe Launches within a week. Consultative approach with a dedicated partner who knows your culture Structured onboarding process. Platform is designed for fast deployment at scale Security SOC 2 compliant with enterprise-grade data protection ISO 27001, GDPR compliant. Strong European data residency and privacy posture Group coaching Grow cohorts with peer learning and Together team workshops built into the system Group sessions available as an add-on. Not the core product architecture ## Where CoachHub wins, and where Boon wins. Coach network: advertises 3,500+ coaches across 90+ countries, extensive global coverage European presence: Strong GDPR compliance, ISO 27001, and European data residency AI coaching: AIMY offers standalone AI coaching conversations at scale Certifications: ISO 27001 and comprehensive European regulatory compliance Integrated system: Five programs (Scale, Grow, Exec, Together, Adapt) that share context and data Customization: Programs mapped to your competencies, not a standardized behavioral model Manager visibility: Structured alignment sessions that connect coaching to the job Affordability: Usage-based pricing that extends coaching beyond the executive tier ROI clarity: Competency-level measurement that answers 'what's actually changing?' CoachHub is a strong platform with real strengths, especially for organizations prioritizing global scale and European compliance. The right choice depends on what matters most to your organization. We believe the best way to decide is a real conversation about your specific challenges. ## Also evaluating other platforms? ## Questions from teams evaluating CoachHub. ### We're evaluating CoachHub. Why should we also look at Boon? CoachHub has built a strong digital coaching platform, especially for organizations scaling coaching across large populations. The question to ask is whether scaling coaching is enough, or whether you also need customization, manager involvement, and measurement tied to your competency framework. If your challenge is access to coaching, CoachHub does that well. If your challenge is connecting coaching to business outcomes and organizational context, that's where Boon is different. ### CoachHub has 3,500+ coaches. Can Boon match that scale? We have 300+ ICF-accredited coaches serving clients globally. CoachHub advertises a larger network, which can matter for very large global deployments across dozens of languages. For most organizations, the question isn't network size. It's whether your people are matched with coaches who understand their role, their organizational context, and the specific decisions they face. Our matching is built around organizational context, not just availability. ### CoachHub has an AI coach (AIMY). How does that compare to Boon? AIMY is designed to be a standalone AI coaching experience. It can deliver coaching interactions at scale without requiring a human coach. Boon's AI practice space has a different design philosophy: it extends the human coaching relationship rather than replacing it. Managers use AI to practice difficult conversations, rehearse scenarios, and build skills between coaching sessions. The AI is tied to their coaching goals, not a separate experience. Both approaches have merit. It depends on whether you want AI as the primary coaching modality or as a tool that reinforces human coaching. ### How does Boon's pricing compare to CoachHub? CoachHub uses per-coachee licensing, typically sold in annual contracts. Boon uses a usage-based model, so you pay for coaching that actually gets used. For organizations where coaching utilization is uneven, that alignment matters. We discuss pricing early in the conversation so you can evaluate the investment before a lengthy procurement process. ### CoachHub is ISO 27001 and GDPR certified. Is Boon enterprise-ready? Yes. We're SOC 2 compliant and built on enterprise-grade infrastructure. CoachHub has a strong compliance posture, particularly for European organizations where GDPR and ISO 27001 are table stakes. If your primary operations are in Europe and regulatory compliance is the deciding factor, CoachHub's certifications are thorough. For US and global organizations, our SOC 2 compliance meets enterprise security requirements. ### What does Boon offer that CoachHub does not? Three structural differences. First, manager visibility: structured alignment sessions where managers, employees, and coaches set and review goals together. CoachHub's platform is employee-driven with no structured manager involvement. Second, an integrated system: Boon's five programs (Scale, Grow, Exec, Together, Adapt) share context and data. CoachHub focuses primarily on 1:1 digital coaching. Third, competency-level measurement: we map coaching outcomes to your specific framework, not a generic model. ### What is a good CoachHub alternative? A good CoachHub alternative depends on the job. Stay with CoachHub if you need the global coach marketplace it advertises (3,500+ coaches across 90+ countries), ISO 27001 and GDPR, and per-coachee licensing at global scale. Choose Boon if you have a lean mid-market People team that wants usage-based pricing, manager tri-party alignment, and coaching mapped to your competency framework. Boon is 4.8/5 on G2 (37 reviews). Other platforms buyers compare in this set include BetterUp, Torch, EZRA, and Growthspace. ### How much does CoachHub cost? CoachHub uses per-coachee licensing, typically sold as annual enterprise contracts. CoachHub does not publish list pricing. Quotes vary by volume and geography. Boon uses usage-based pricing tied to completed sessions, so you pay for coaching people actually use. Both platforms require custom quotes for enterprise deployments. ### Is Boon or CoachHub better for mid-market vs enterprise companies? Stay with CoachHub if you are buying a global enterprise digital coaching platform, especially for European operations that need ISO 27001, GDPR, and the 3,500+ coaches CoachHub advertises across 90+ countries. Choose Boon if you are a mid-market company with a lean People team that needs usage-based pricing, manager involvement, and five connected programs rather than 1:1 digital coaching alone. Boon is a different system, not a smaller CoachHub. ### Does CoachHub use per-seat or usage-based pricing? CoachHub uses per-coachee licensing in annual contracts. Pricing varies by volume and commitment, and unused licenses may still be billed. Boon uses usage-based pricing: you pay for coaching sessions that get used. Per-coachee licensing can be cost-effective at high, consistent utilization. Usage-based pricing reduces risk when utilization varies or you are piloting. ### How long does CoachHub take to implement compared to Boon? CoachHub is designed for fast deployment at scale, with a structured onboarding process. Boon launches within a week, with a consultative approach and a dedicated partner who briefs coaches on your culture and competency framework. For a lean mid-market People team, the difference is less about calendar days and more about whether implementation is a platform rollout or a program standup mapped to your competencies. ## Ready to see coaching that connects to your competency framework? A 30-minute conversation about what digital coaching doesn't solve, and how Boon fills those gaps. -------------------------------------------------------------------------------- title: "Exec.com vs Boon: 2026 Coaching Platform Comparison | Boon" description: "Exec.com is conversation practice and AI roleplay ($20 and $39/mo, G2 #1)." source: "https://www.boon-health.com/compare/exec" -------------------------------------------------------------------------------- # Exec.com vs Boon: a practice platform compared with an org-wide coaching system. Exec.com is conversation practice and AI roleplay (about $20 and $39 per seat per month). Boon Exec is executive coaching with stakeholder interviews and an optional Boon 360. Same four letters. Different jobs. Boon then connects five programs to your competency framework. Exec.com (exec.com) is a conversation-practice and AI roleplay product: live 1:1 coaching plus voice-based practice. Public software seats are a free plan, Starter at $20/seat/month, and Professional at $39/seat/month billed annually. It is #1 in G2 Coaching Software at 4.9/5 across 40 reviews, with 92% five-star ratings. Boon Exec is not that product. Boon Exec is executive coaching for senior leaders, with stakeholder interviews and an optional Boon 360, inside a five-program system (Scale, Grow, Exec, Together, Adapt), quoted per engagement. They are not the same job. Exec.com wins at practice, G2, and a public software price list. Boon wins when the buyer needs org-wide development, manager tri-party alignment, and competency scores a CHRO can take to the board. Name collision. Exec.com is conversation practice and AI roleplay. Boon Exec is executive coaching with stakeholder interviews and an optional Boon 360. See Boon Exec. ## “Both have 300+ coaches and pay-per-session live coaching. What's actually different?” On paper the live-coaching layer looks similar. Both pay for completed sessions, both keep the coach network smaller than a marketplace, both sit near the top of G2 (Exec.com at 4.9/5, Boon at 4.8/5). The split is the job. Exec.com is a practice platform with live coaching attached. Boon is an org-wide development system with practice attached. Pick the job first, then the vendor. ## Three reasons L&D teams evaluate Boon after Exec.com. Exec.com is built for conversation practice plus live 1:1 coaching. Boon covers individual contributors (Scale), manager cohorts (Grow), senior leaders (Exec), intact teams (Together), and AI-driven change (Adapt). When the population is IC through exec, the architecture is the decision. Practice and live coaching can be excellent for the teams that use them. They do not replace a connected system that carries context from a frontline manager in Grow to an executive in Exec. Boon includes structured kickoff and closeout sessions with the manager, the employee, and the coach. Exec.com is built around practice quality and the coach-coachee loop. If managers have to be in the development contract, that structure matters. Conversation scores tell you how a talk went. Tri-party alignment tells you whether the manager, the employee, and the coach agreed on what good looks like before the work started. Boon runs pre and post assessments against your competency framework. Clients see 23% average competency improvement, 89% session attendance, and +87 NPS. Exec.com scores real workplace conversations. Both are measurement. They answer different questions. If the CHRO has to walk into a board meeting with competency movement, conversation scores are not a substitute. If the job is practice quality on revenue calls, competency scores are not a substitute either. ## Five programs vs. a practice platform. Exec.com is excellent at conversation practice. Boon adds breadth across populations and formats, all in one system with shared context. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders, with stakeholder interviews and an optional Boon 360, inside the five-program system. Not Exec.com. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and progress flow across programs so your L&D team sees one picture, not five disconnected dashboards. Human coaching with 300+ coaches and a top 2% acceptance bar. Credit-based: pay per completed session. Voice-based conversation practice for revenue and leadership teams, with same-day practice deployment. Scoring of real workplace conversations, not just self-reported session notes. Public pricing: free plan, Starter $20/seat/month, Professional $39/seat/month billed annually. Live coaching is separate. Exec.com's strength is practice. Live coaching plus AI voice roleplay, with public software pricing and the highest G2 rating in the category. The platform is narrower once the job is org-wide development across five formats. ## How do Boon and Exec.com compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Conversation scoring and practice quality. Not mapped to a client-specific competency framework the way Boon maps Scale through Adapt Program configuration Every program configured to your pressure points. No two implementations look the same Strong configuration for practice scenarios and conversation programs. Live coaching is a separate layer on top of the software Coach context Coaches briefed on your culture, competencies, and specific development goals 300+ coaches with a top 2% acceptance bar. Matching is rigorous. Briefing against your competency framework is not the core model Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Scores real workplace conversations. That is a different measurement layer than pre/post competency assessments against your framework Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs Live 1:1 coaching plus AI voice-based roleplay and conversation practice. Strong for practice. Narrower across cohort, team, and change formats Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Progress visibility around practice and coaching. Structured tri-party goal setting with the manager is not the standard operating model Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Conversation scores and practice activity are visible. Competency trends mapped to your framework are not the native report Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Practice and coaching activity can be reviewed. A dedicated manager-facing competency dashboard is not the product center Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability The core loop is practice plus the coach and coachee. Tri-party kickoff and closeout is not a sourced standard feature Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Live coaching stays a confidential 1:1. Practice scores are a separate, more observable layer Pricing model Usage-based. Pay for coaching people actually use, as completed sessions, across five programs. No public dollar rate card. Public software seats: Starter $20/seat/month, Professional $39/seat/month billed annually, plus a free plan. Live coaching is a separate credit meter, pay per completed session. Pricing transparency The meter is named in the first conversation: completed sessions, not per-seat licenses. Dollar amounts are quoted, not listed. Public software pricing: free plan, Starter $20/seat/month, Professional $39/seat/month billed annually. Live coaching is separate and custom Coaching accessibility Designed to bring coaching to every level, not just the leadership tier Software and practice can roll out broadly. Live coaching is credit-based and quoted separately, so breadth depends on how you buy credits Unused sessions Usage-based model means you're not paying for sessions that don't get used Credit-based live coaching charges per completed session, so unused live sessions are not the waste mode. Software seats are a separate cost Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management One platform for live coaching plus AI practice. Cohort manager programs, team workshops, and coaching-led change are not the core set Outcome measurement Competency-level tracking showing verified behavior change over time Scores real workplace conversations. Strong for practice quality. Different from competency scores a CHRO can take to the board Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Practice and conversation data for the teams using the product. Board-ready competency movement is not the native story Customer portal Real-time portal for your L&D team with participation, progress, and competency data Software and practice analytics are part of the product. L&D reporting across five program formats is not Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Conversation scores, not pre/post competency measurement against your framework. Do not treat those as the same number Business case support We help you build the ROI narrative to defend and expand the coaching investment G2 leadership (4.9/5, 40 reviews) and public software pricing make a clean software case. The live-coaching case is custom AI capabilities Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Sessions are scheduled coaching, not a DM. Boon inside AI assistants such as Claude and ChatGPT. AI practice between sessions. AI voice-based roleplay and conversation practice is the product center, including scoring of real workplace conversations and same-day deployment. That is a practice surface, not Slack-native coaching follow-through. Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 300+ coaches, top 2% acceptance. #1 in G2 Coaching Software at 4.9/5 across 40 reviews, 92% five-star Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Same-day practice deployment is a sourced strength. Live coaching programs follow a separate rollout from the software seats Security SOC 2 compliant with enterprise-grade data protection Enterprise software with public pricing tiers. Confirm current certifications during evaluation rather than assuming them from this page Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Limited depth in team workshops or cohort-based manager development. Practice and 1:1 are the core formats ## Where Exec.com wins, and where Boon wins. G2 leadership: #1 in Coaching Software at 4.9/5 across 40 reviews, 92% five-star Public software pricing: free plan, Starter $20/seat/month, Professional $39/seat/month billed annually AI voice-based roleplay and conversation practice, including scoring of real workplace conversations Same-day practice deployment for revenue and leadership teams Credit-based live coaching: pay per completed session, with a top 2% coach acceptance bar and 300+ coaches Five program formats: Scale, Grow, Exec, Together, Adapt across every population and modality Usage-based pricing: pay for coaching people actually use, as completed sessions, across all five programs. Quoted, not listed as $20 / $39 seats. Competency measurement: 23% average improvement tracked against your specific framework Manager visibility: structured tri-party alignment that connects coaching to the job Population breadth: IC development through executive coaching in one system with shared data. 4.8/5 on G2, 110+ enterprise customers, SOC 2 Exec.com is the better fit when the job is conversation practice, public software pricing, and a G2-leading coaching product. Boon is the better fit when the job is org-wide leadership development with competency scores a CHRO can take to the board. They are not interchangeable. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Exec.com and Boon? They are also not the same company. Exec.com is a conversation-practice and AI roleplay product (public software seats about $20 and $39 per month, G2 #1 coaching software). Boon Exec is executive coaching for senior leaders, with stakeholder interviews and an optional Boon 360, inside a five-program system. Exec.com combines live 1:1 human coaching with AI voice-based roleplay and conversation practice. It is #1 in G2 Coaching Software at 4.9/5 across 40 reviews, with 92% five-star ratings. Boon is a leadership development system with five connected programs (Scale, Grow, Exec, Together, Adapt) mapped to your competency framework. They are not the same job. Exec.com is strongest at practice, G2 ratings, and a public software price list. Boon is strongest when you need org-wide development from individual contributors to executives, manager tri-party alignment, and competency scores a CHRO can take to the board. ### What is a good Exec.com alternative? A good Exec.com alternative depends on the job. If you want conversation practice with public software pricing and a G2-leading product, Exec.com is the category leader and you may not need an alternative. If the job is a leadership development system with five program formats, manager involvement, and competency-framework measurement, Boon is the alternative to evaluate. Boon is 4.8/5 on G2. Other platforms buyers compare in this set include BetterUp, CoachHub, Torch, Ezra, and Growthspace. ### Is Exec.com or Boon better for managers? It depends on what managers need to get better at. Exec.com is better when the work is conversation practice: performance talks, revenue conversations, and same-day roleplay they can score. Boon is better when manager development has to sit inside a cohort program (Grow), connect to your competency framework, and include structured kickoff and closeout sessions with the manager, the employee, and the coach. If the manager population is practicing conversations, start with Exec.com. If you need a manager program a CHRO can report on, start with Boon. ### How does Exec.com pricing compare to Boon? Exec.com publishes a software price list: free plan, Starter at $20/seat/month, Professional at $39/seat/month billed annually. Live coaching is a separate credit meter: pay per completed session, quoted on top. Boon does not publish a dollar rate card. The coaching meter is the same idea as Exec.com's live credits: you pay for coaching people actually use, as completed sessions, across five programs. We walk that structure in the first conversation. Exec.com is clearer on software list price. Boon is simpler when the spend you care about is live coaching across IC, manager, executive, team, and change programs in one contract. ### When should I pick Exec.com over Boon? Pick Exec.com when the job is practice. That means revenue and leadership teams that need voice-based roleplay, scoring of real workplace conversations, same-day practice deployment, a G2 #1 rating (4.9/5 across 40 reviews, 92% five-star), and public software pricing. Pick Boon when the job is org-wide leadership development: five connected programs, tri-party manager alignment, and pre/post competency scores. If practice is the constraint, Exec.com is the better fit. If program architecture and board-ready measurement are the constraint, Boon is the better fit. ### Is Boon Exec the same product as Exec.com? No. Exec.com (exec.com) is conversation practice and AI roleplay, with public software seats at about $20 and $39 per month and G2 #1 for coaching software. Boon Exec is executive coaching for senior leaders: a four- or six-month partnership with stakeholder interviews and an optional Boon 360, inside Boon's five-program system (Scale, Grow, Exec, Together, Adapt). Same four letters. Different jobs. If you searched for one and landed on the other, start with this page or /solutions/exec. ### Can I use Exec.com and Boon together? Yes. Some organizations use Exec.com for conversation practice on revenue or leadership teams and Boon for the leadership development system around it. That split only works if the jobs are actually different. If both vendors would be coaching the same managers on the same goals, you will create two systems and two data stories. A 30-minute conversation is enough to map which population belongs where. ## See what a broader development system looks like in practice. 30 minutes. We will walk through how Boon's program architecture maps to your specific population and development goals. -------------------------------------------------------------------------------- title: "EZRA vs Boon: 2026 Coaching Platform Comparison | Boon" description: "EZRA (backed by LHH/Adecco) offers global 1:1 coaching at scale. Boon adds cohort programs, team workshops, and competency measurement. Honest 2026 comparison." source: "https://www.boon-health.com/compare/ezra" -------------------------------------------------------------------------------- # EZRA vs Boon: coaching access compared with measured coaching programs. EZRA makes professional coaching accessible through a global network backed by LHH and Adecco. Boon connects coaching, cohort development, executive support, and team workshops into one system tied to your competency framework. EZRA is a digital coaching platform backed by LHH (part of the Adecco Group), offering 1:1 professional coaching through a global network with enterprise-grade scale and procurement experience. Boon is a leadership development system with five program formats: individual coaching (Scale), manager cohorts (Grow), executive coaching (Exec), team workshops (Together), and change management (Adapt). The key difference: EZRA focuses on accessible 1:1 coaching at scale backed by global infrastructure. Boon adds structured program architecture, competency measurement, and manager involvement. ## “We can access coaches. The question is whether coaching connects to our business.” EZRA solves the access problem well. You can get certified coaches in front of your people quickly. The harder question is whether those coaching engagements are tied to the competencies you care about, whether managers are involved in the development process, and whether you can report on what's actually changing at the end of a program. ## What accessibility alone doesn't solve. EZRA delivers coaching. Boon delivers coaching mapped to your specific competencies. That difference matters when leadership asks what changed and you need an answer that goes beyond session count and satisfaction scores. Without a competency framework, coaching outcomes are self-reported and difficult to benchmark. Boon's pre and post assessments show exactly which capabilities improved and by how much. EZRA's coaching relationship is between the coach and the coachee. Boon includes structured touchpoints where the manager, employee, and coach align on development goals at the start and review progress at the end. When managers are out of the loop, coaching improvement stays in the coaching session. When managers are in the loop, they can reinforce what coaching is building, which accelerates behavior change. 1:1 coaching is powerful. Team workshops, manager cohorts, and change management coaching solve different problems. When your organization needs more than individual development, a single-modality platform creates gaps that require additional vendors. Together, Grow, and Adapt are built for the cases where 1:1 coaching alone does not address the challenge. One system, five formats, no stacking vendor contracts. ## Five programs vs. one modality. EZRA is built around 1:1 coaching access. Boon is built around a full development system with five programs that share context, data, and continuity as your organization grows. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. Every program shares context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores carry across programs so your L&D team sees the full picture, not five disconnected dashboards. Professional coaching matched to coachees through a digital platform with scheduling, session tools, and progress tracking. Coaches across markets and languages, supported by LHH's global infrastructure and talent services reach. Session utilization and engagement reporting for HR and L&D teams. EZRA's core strength is scale and global access. The platform focuses on making coaching available to more people. Structured program architecture, competency measurement, and manager touchpoints are not the design center. ## How do Boon and EZRA compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Coaching goals set between coachee and coach. Not typically mapped to client-specific competency frameworks Program configuration Every program configured to your pressure points. No two implementations look the same Standardized coaching platform. Limited program configuration beyond session cadence and coach matching criteria Coach context Coaches briefed on your culture, competencies, and specific development goals Coach matching considers industry and seniority. Organizational culture briefing is not a standard part of the model Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Progress tracking available within the platform. Not designed to integrate with client competency frameworks or external 360 tools Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs Primarily 1:1 coaching. No cohort, team workshop, or change management program architecture Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Coaching is between the coachee and coach. No structured model for manager involvement in the coaching process Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Utilization and engagement data for HR. Managers are not part of the standard reporting layer Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had HR analytics dashboard available. Manager-facing views of team development are not a standard feature Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Goal-setting is between coachee and coach. Manager is not part of the engagement structure Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Coaching is confidential. The trade-off is that managers have no visibility into development direction Pricing model Usage-based. Pay for coaching your people actually use Tiered pricing based on population size and session access. Custom enterprise quotes Pricing transparency Clear pricing structure discussed upfront in the evaluation process Some pricing information available. Enterprise terms require sales engagement Coaching accessibility Designed to bring coaching to every level, not just executives and HiPos Broad access is a core mission. Platform designed to make coaching available at multiple levels Unused sessions Usage-based model means you're not paying for sessions that don't get used Session access tied to tier. Handling of unused sessions varies by contract Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Coaching platform with analytics. Additional development formats require additional vendors Outcome measurement Competency-level tracking showing verified behavior change over time Goal progress and session engagement tracking. Outcome measurement is self-reported and engagement-based Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Utilization reporting and goal completion data. Not designed to connect coaching to competency outcomes Customer portal Real-time portal for your L&D team with participation, progress, and competency data Analytics platform for HR with utilization, session data, and program health metrics Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Progress measured against coaching goals set within the platform. Not mapped to external competency frameworks Business case support We help you build the ROI narrative to defend and expand the coaching investment Reporting supports utilization-based business case. Competency-level ROI data is limited AI capabilities AI-powered practice space for scenario-based roleplays tied to coaching goals. Smart matching and between-session reinforcement Platform technology supports matching and scheduling. AI coaching features are developing Coach network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context Large global coach network supported by LHH infrastructure. Multilingual coverage across multiple markets Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Fast deployment backed by global enterprise infrastructure. LHH's implementation experience at scale Security SOC 2 compliant with enterprise-grade data protection Enterprise security backed by Adecco Group compliance infrastructure. GDPR and data residency options Group coaching Grow cohorts with peer learning and Together team workshops built into the system 1:1 coaching focused. Group and team formats are not part of the standard platform ## Where EZRA wins, and where Boon wins. Global infrastructure: Adecco/LHH backing means enterprise procurement experience, legal, and compliance at scale Coach network size: Large multilingual coverage for global organizations operating across many markets Enterprise credibility: A public company parent is a procurement advantage for risk-averse buyers Fast deployment: Infrastructure built for speed at enterprise scale Competency measurement: 23% average improvement tracked against your specific framework Five program formats: 1:1 coaching, cohorts, executive, team workshops, change management Manager visibility: Structured tri-party alignment connecting coaching to the job Founder-led: Faster product iteration, direct relationships with clients, no bureaucratic layers Usage-based pricing: Pay for coaching that gets used, not per-seat licenses EZRA's global infrastructure is a real advantage for multinational organizations where procurement, legal, and multilingual coverage are deciding factors. Boon is a better fit when competency measurement, manager involvement, and program variety matter more than scale alone. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between EZRA and Boon? EZRA is a 1:1 coaching platform backed by LHH and Adecco, built for scale and global access. Boon is a five-program leadership development system that adds competency measurement, manager involvement, and multiple development formats to the coaching relationship. If your primary need is getting certified coaches in front of your people quickly across many markets, EZRA is strong. If you need to connect coaching to competency frameworks and involve managers in development, Boon is built for that. ### Is EZRA good for enterprise organizations? EZRA is well-suited for large enterprises that need coaching at scale with the procurement backing of a major global organization. The Adecco/LHH parent gives it enterprise procurement credentials, multilingual coach coverage, and data compliance options. The limitation is that it focuses on 1:1 coaching access. Organizations that want structured program architecture, competency measurement, or manager involvement will need to supplement EZRA or choose a platform designed around those capabilities. ### Does EZRA measure competency improvement? EZRA tracks coaching goals and session engagement. It does not typically map coaching outcomes to client-specific competency frameworks or produce pre and post competency scores. If the ability to show what specific leadership capabilities changed and by how much is a requirement for your program, that is a gap in the EZRA model. Boon measures competency growth against your framework, with an average improvement of 23% across six-month Grow programs. ### How does EZRA pricing compare to Boon? EZRA uses tiered pricing based on population size and session access, with custom enterprise quotes for large deployments. Boon uses usage-based pricing tied to actual sessions delivered. The right model depends on your expected utilization: if coaching uptake will be consistent and high, tiered pricing can work well. If utilization varies or you are expanding coaching to a new population where engagement is uncertain, usage-based pricing reduces the risk. ### What programs does Boon offer that EZRA doesn't? Grow, Boon's cohort-based manager development program. Together, team workshops for intact teams. Exec, long-term executive coaching partnerships. Adapt, coaching-led change management for AI transformation. EZRA offers 1:1 coaching. If your development strategy involves more than individual coaching sessions, those additional formats either require EZRA supplementation or a platform that has them built in. ## See coaching that connects to your competency framework. 30 minutes. We will walk through how Boon's five programs map to your development strategy and what competency measurement looks like in practice. -------------------------------------------------------------------------------- title: "Growthspace vs Boon: ExpertX and Sprints vs Leadership Development | Boon" description: "Growthspace leads with ExpertX (agentic L&D and expert clones) plus human skill sprints, and is walking onto sales enablement and AI roleplay." source: "https://www.boon-health.com/compare/growthspace" -------------------------------------------------------------------------------- # Growthspace vs Boon: skill sprints compared with sustained leadership development. Growthspace leads with ExpertX (agentic L&D and expert clones) plus human skill sprints, and is walking onto sales enablement and AI roleplay. Boon builds leadership capability over time through coaching, cohort programs, team workshops, and competency measurement. Growthspace is a precision skill development platform. The lead product in 2026 is ExpertX: agentic L&D with AI agents modeled on your experts (knowledge, presentation, roleplay, coaching, custom), including sales enablement and AI roleplay. Human programs remain 6-8 week skill sprints tied to a KPI, with employees choosing from 2,500+ experts. Boon is a leadership development system built for sustained capability growth across five program formats: individual coaching (Scale), manager cohorts (Grow), executive coaching (Exec), team workshops (Together), and change management (Adapt). Native Slack and Teams apps cover nudges, action items, session prep, and goal check-ins. The live session is scheduled coaching. MCP connects that data to AI assistants such as Claude and ChatGPT, so employees can prepare for sessions and rehearse conversations there. Growthspace optimizes for agentic L&D and near-term sprint KPIs. Boon builds leadership behavior that compounds over time, measured against your competency framework. ## “We can show sprint completion. Can we show leadership growth?” Growthspace is excellent at what it is designed for: fast, targeted skill acquisition with clear KPI alignment. The question L&D teams run into is whether sprint completion is the right measure for leadership development. Can you close a 6-week sprint on “strategic communication” and call the capability built? The answer depends on whether you are solving a specific skill gap or building sustained leadership behavior. ## The case for and against sprints. Specific, defined skill gaps with clear before/after criteria Short-term KPI alignment where the metric changes in 6-8 weeks Rapid onboarding or role transition with time-bounded targets L&D teams that need to show near-term ROI on a defined initiative Leadership behavior that requires repetition and reflection to change Manager skills that show up in team dynamics, not individual tasks Executive capability where the growth curve is measured in quarters, not weeks Competency improvement that needs to be shown to the board over time ## Three ways ongoing development compounds. Leadership sprints teach concepts. Sustained coaching reinforces behavior. The difference is visible in what happens after the program ends. Skills learned in a 6-week sprint without ongoing reinforcement regress. Coaching relationships built over months create behavioral change that holds. Boon programs run long enough for coachees to try new behaviors, fail, adapt, and succeed. The multi-session arc is where real leadership growth happens. A KPI tied to sprint completion tells you the sprint ran. A competency score taken before and after a coaching program tells you what capability changed. Boon's 23% average competency improvement is measured across the full program, not a 6-week window. Pre and post assessments against your specific competency framework show which capabilities improved and which still need work. That data builds the long-term development picture. Growthspace's manager involvement is at the nomination stage. Boon's manager involvement is structured throughout: kickoff alignment, mid-program check-in visibility, and closeout review with the employee and coach. That involvement is what connects coaching to the job. When the manager can see what coaching is building and reinforce it in day-to-day work, behavior change accelerates. That loop doesn't exist in a sprint model. ## Sprints vs. a development system. Growthspace delivers targeted skill sprints. Boon is five connected programs that share context, data, and continuity as your people grow. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Change management coaching for organizations going through AI-driven change and strategic shifts. All five programs share context and data. A manager in Grow and their direct report in Scale are in the same system. Competency data flows across programs, so your L&D team sees the full picture, not five disconnected dashboards. Agentic L&D. AI agents modeled on your experts: knowledge, presentation, roleplay, coaching, and custom. Sales enablement and AI roleplay are live use cases. 6-8 week focused development engagements tied to a specific skill and KPI, matched with a vetted expert. Human 1:1, group, and workshop formats. Employees select their expert from a curated pool of 2,500+ global experts. Manager-nominated, employee-selected model. KPI tracking, sprint completion, and skill progress reporting for L&D teams and managers. Growthspace has strong G2 ratings (4.8/5). ExpertX is the current lead: agentic L&D and expert clones, plus a walk onto sales enablement and AI roleplay. Human sprints remain the discrete-skill layer. It is not designed as five connected leadership programs measured over a year. ## Coaching that shows what actually changed. session attendance average competency improvement across six-month Grow programs Net Promoter Score from coaching participants Across 110+ enterprise clients. ## How do Boon and Growthspace compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Sprint skills can be configured to organizational priorities. Less tied to a formal competency framework than ongoing coaching programs Program configuration Every program configured to your pressure points. No two implementations look the same L&D teams build sprint templates. High configurability at the sprint level for skill targets and KPI alignment Coach context Coaches briefed on your culture, competencies, and specific development goals Experts matched to skill need. Organizational culture context in the expert brief varies Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Skill assessments within sprints. Less designed for integration with existing competency frameworks Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs ExpertX (agentic L&D and expert clones) plus human skill sprints, group sprints, and workshops. Strong for targeted skill development and AI roleplay. Not built as five connected leadership programs Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Manager nominates employee for sprint and can see sprint progress. Less structured mid-program involvement Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Manager-facing sprint progress dashboard. KPI and completion visibility is a core feature Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Team sprint overview showing which employees are in sprints, status, and completion. Strong sprint-level reporting Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Manager nominates and approves. Structured three-way goal-setting and closeout are not part of the standard model Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Sprint completion visible to managers. Ongoing coaching conversation remains between employee and expert Pricing model Usage-based. Pay for coaching your people actually use Sprint-based pricing. Cost tied to number of sprints and population size. Custom enterprise quotes Pricing transparency Clear pricing structure discussed upfront in the evaluation process Enterprise pricing requires sales engagement. No publicly listed pricing Coaching accessibility Designed to bring coaching to every level, not just executives and HiPos Sprint model is designed for broad deployment. Manager nomination process can scale to large populations Unused sessions Usage-based model means you're not paying for sessions that don't get used Sprint commitment means you pay for sprints that are planned. Utilization depends on completion rate Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Strong sprint platform. Ongoing coaching, cohort programs, and executive support require additional vendors Outcome measurement Competency-level tracking showing verified behavior change over time KPI-sprint completion is a core strength. Clear near-term ROI metrics tied to specific business outcomes. 4.8/5 on G2 Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Program-level reporting on sprint completion, skill progress, and KPI impact. Strong for near-term initiative reporting Customer portal Real-time portal for your L&D team with participation, progress, and competency data L&D analytics dashboard with sprint pipeline, completion rates, and manager activity. Well-regarded by users Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Skill progress within sprints. Not designed for competency growth measurement across an extended program Business case support We help you build the ROI narrative to defend and expand the coaching investment KPI-sprint model is inherently business-case-friendly. Near-term metrics are easy to report to leadership AI capabilities Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Sessions are scheduled coaching, not a DM. Boon inside AI assistants such as Claude and ChatGPT. AI practice between sessions. ExpertX: knowledge, presentation, roleplay, and coaching agents modeled on your experts, plus a custom agent. Sales roleplay and sales enablement are live use cases. Human sprints sit beside that. Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context Curated expert marketplace with specialists across skill domains. Employee choice in expert selection is a differentiator Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Fast sprint deployment. L&D teams can launch new sprints quickly once the platform is configured Security SOC 2 compliant with enterprise-grade data protection Enterprise security standards. SOC 2 compliant Group coaching Grow cohorts with peer learning and Together team workshops built into the system Group sprints available. Peer learning is not the core architecture ## Where Growthspace wins, and where Boon wins. KPI-sprint model: Near-term ROI is built into the design. Easy to sell internally to leadership G2 ratings: 4.8/5 with consistent user satisfaction in the L&D community Expert marketplace: Employee choice in expert selection drives engagement and ownership L&D control: Sprint templates give L&D teams direct control over development priorities and skill targets ExpertX: agentic L&D and expert clones, plus a live walk onto sales enablement and AI roleplay Sustained behavior change: Coaching programs long enough for real leadership growth to occur Competency measurement: 23% average improvement tracked against your specific framework Manager involvement: Structured tri-party alignment that connects coaching to the job Five program formats: Coaching, cohorts, exec, team workshops, change management in one system Usage-based pricing: Pay for coaching that gets used Growthspace and Boon are built for different questions. Growthspace answers “did we close that skill gap?” Boon answers “how much did our leaders grow, and how do we know?” If you need both, they can coexist. If you need to choose, decide which question matters more to your leadership team. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Growthspace and Boon? Growthspace is now two layers. ExpertX is agentic L&D: AI agents modeled on your experts (knowledge, presentation, roleplay, coaching, custom), plus a walk onto sales enablement and AI roleplay. Human programs remain 6-8 week skill sprints tied to a specific skill and KPI, matched to a vetted expert. Boon is an ongoing leadership development system with programs that run long enough for real behavior change to occur. Growthspace measures sprint completion, KPI impact, and agent usage. Boon measures competency growth against your framework over a full program arc. The right choice depends on whether you are buying agentic L&D and short sprints, or sustained leadership capability. ### Is Growthspace good for leadership development? Growthspace works well for targeted skill development with a clear near-term KPI. For leadership development in the fuller sense, it has limitations. Leadership capabilities like strategic communication, conflict navigation, and team dynamics are not built in 6-week sprints. They require sustained practice, coaching, and reinforcement. If your goal is measurable leadership capability growth over a program year, ongoing coaching and cohort programs produce better results than episodic sprints. ### How does Growthspace pricing compare to Boon? Growthspace uses sprint-based pricing tied to number of sprints and population size. Boon uses usage-based pricing tied to actual sessions delivered. Both require custom enterprise quotes. The structural difference is that Growthspace pricing is tied to sprint commitments, while Boon pricing aligns to actual utilization. For organizations still learning what coaching uptake will look like, usage-based pricing reduces the financial risk. ### When should I use sprints instead of ongoing coaching? Sprints work best when the development goal is specific, time-bounded, and tied to a near-term business outcome. Examples: a manager taking on a new function, a leader preparing for a board presentation, an employee moving into a first management role. Ongoing coaching works better when the goal is sustained behavior change, long-term leadership growth, or when competency improvement needs to be shown over multiple assessment points. ### Does Growthspace measure competency improvement? Growthspace measures skill progress within sprints and KPI completion. It is not designed for competency growth measurement across an extended program. If you need to show how specific leadership competencies changed from the start to the end of a 6-12 month program, that is outside Growthspace's core design. Boon measures competency growth against your framework with pre and post assessments, averaging 23% improvement across six-month Grow programs. ## See coaching that shows what actually changed. 30 minutes. We will walk through how Boon measures competency growth and what a leadership development program looks like when it connects to your specific framework. -------------------------------------------------------------------------------- title: "Hone vs Boon: Live Training vs Coaching (2026) | Boon" description: "Hone (honehq.com) is live cohort leadership training plus a 24/7 AI coach in Slack and Teams." source: "https://www.boon-health.com/compare/hone" -------------------------------------------------------------------------------- # Hone vs Boon: live classes compared with 1:1 coaching. Hone is live cohort leadership training plus a 24/7 AI coach in Slack and Teams. Boon is usage-based coaching, with the manager in the contract, five programs, and competency scores. Training and coaching are different jobs. Hone (honehq.com) is live cohort leadership training plus a 24/7 AI coach in Slack and Teams. Boon is usage-based coaching in the workflow, with manager involvement and competency measurement. Hone's core is a catalog of 100+ live online classes, private company cohorts, and Hone AI (Lessons, Roleplays, and an always-on Coach). Boon's core is five connected programs, Scale, Grow, Exec, Together, and Adapt, mapped to your competency framework. Live lists of BetterUp alternatives often name Hone for the training job. Boon is the alternative for the coaching job. ## “What's the difference between Hone and Boon?” Both help managers grow. Both show up next to BetterUp in buyer research. The split is the product. Hone sells live classes and a 24/7 AI coach people can open in Slack or Teams. Boon sells coaching that lives in the workflow as follow-through after a scheduled session, with the manager involved and scores on your competencies. Boon vs BetterUp is the coaching-platform comparison. This page is training versus coaching. ## Three reasons L&D teams evaluate Boon after Hone. Hone is built so people can join a live class this week and get a 24/7 AI coach in Slack or Teams. Boon is built so people have a scheduled coaching relationship, mapped to your competency framework, with the manager in the contract. Training and coaching are both useful. They are not the same buy. A live class with peers is a real way to grow a skill. It does not replace a multi-month coaching engagement with kickoff, practice, and closeout. If ChatGPT named Hone as a BetterUp alternative, that is the training answer. Boon is the coaching answer. Hone lets L&D assign paths and see who attended. Boon includes structured kickoff and closeout sessions with the manager, the employee, and the coach. When development has to connect to the job, the manager has to be in the contract, not only in the attendance report. Post-class commitments are a sourced Hone feature for follow-up discussion. They are not tri-party goal-setting. If the sponsor is a CHRO who needs managers accountable for what changed, that loop is the decision. Hone Membership is an annual per-learner subscription. Boon charges for coaching sessions used, with no per-seat commitment, across five programs. Boon also runs pre and post assessments against your framework, with 23% average competency improvement, 89% session attendance, and +87 NPS. Unlimited class access is the right meter when everyone should browse a catalog. It is the wrong meter when you want to pay for coaching that happens, then show competency movement. Those are different business cases. ## Five coaching programs vs. a live class catalog. Hone is strongest as membership for live and AI learning. Boon is strongest as one system for 1:1 coaching, manager cohorts, executive coaching, team workshops, and change. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and Slack or Teams follow-through stay attached. See how each program works. 100+ live online classes on honehq.com, public peer rooms plus private cohorts for your company. Hone calls this the largest catalog of its kind. 24/7 AI coach in Slack and Teams, plus AI Lessons and AI Roleplays for practice between live classes. Annual per-learner subscription that bundles the live catalog and Hone AI. Private Programs are quoted separately. Human coaching Hone lists as a premium add-on, alongside personality assessments, peer groups, and team development. Hone's strength is the live catalog plus always-on AI. Human 1:1 coaching exists as an add-on. The platform's center of gravity is the class, not a multi-month coaching relationship. ## Hone vs Boon, feature by feature. Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Hone AI Skills Analysis and Impact Analysis track skills and training impact. Mapping to the client's own competency framework is not the sourced center of the product Program configuration Every program configured to your pressure points. No two implementations look the same Membership plus private cohorts, mix-and-match live and AI modules, and learning strategists for tailored paths. Strong configuration for training programs Coach context Coaches briefed on your culture, competencies, and specific development goals Live classes are led by ICF-accredited facilitators. Public classes share a global peer room. Private cohorts are your people. Organizational briefing is lighter than a multi-month coaching brief Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Personality assessments are a premium add-on. Impact Analysis reports skills gained and training impact. Pre/post scores against your leadership framework are not the native output Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs Live classes (public and private), Hone AI (Lessons, Roleplays, Coach), and 1:1 and group coaching as add-ons. Training-first, coaching as a layer Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Learner-assigned classes and post-class commitments for follow-up discussion. The manager is not in a tri-party coaching contract by default Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Admins can see participation, attendance, and feedback by cohort or individual (Hone customer quotes on honehq.com). That is training admin visibility, not competency trends Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Admin platform for assigning paths, due dates, and engagement. A dedicated manager-facing competency view is not the sourced product center Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Live class plus optional 1:1 add-on. Kickoff and closeout with the manager, employee, and coach is not the Hone model Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Public classes are a shared room. Private cohorts stay inside your company. Human coaching add-ons are a separate, more confidential layer Pricing model Usage-based. Pay for coaching your people actually use Hone Membership is an annual subscription with per-learner rates. Private Programs are custom. Not usage-based per coaching session Pricing transparency Clear pricing structure discussed upfront in the evaluation process No public rate card on honehq.com. Membership and Private Programs are quoted. This page does not invent a price Coaching accessibility Designed to bring coaching to every level, not just the leadership tier This is the catalog edge: 100+ live classes for ICs, first-time managers, experienced managers, and senior leaders, plus a 24/7 AI coach Unused sessions Usage-based model means you're not paying for sessions that don't get used Per-learner subscription. You pay for access whether people attend live classes or not. That is the trade for unlimited catalog access Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Live classes, AI Lessons, roleplays, AI Coach, and optional 1:1 and group coaching in one membership. Human coaching is an add-on, not five connected programs Outcome measurement Competency-level tracking showing verified behavior change over time Hone publishes learner survey stats: 90% gained new skills they are ready to apply, 89% say the time was well spent. Impact Analysis covers training impact. Treat those as Hone-reported, not a Boon-comparable competency score Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Impact Analysis and AI Skills Analysis for L&D: skills gained, engagement, and organization-wide training trends. Board-ready competency movement against your framework is not the native story Customer portal Real-time portal for your L&D team with participation, progress, and competency data Admin platform for assigning programs, tracking attendance, and reviewing feedback. Strong for training operations Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Skill-gap and training-impact reporting. Hone does not publish a competency-growth percentage against a client framework on this page, so this page does not invent one Business case support We help you build the ROI narrative to defend and expand the coaching investment The business case Hone publishes is scale: 2.5 million employees impacted, live classes people attend, and learner-reported skill gain. The case is training reach, not coaching ROI AI capabilities AI practice between scheduled coaching sessions. Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Boon inside AI assistants such as Claude and ChatGPT Hone AI Coach is 24/7 in Slack and Teams (honehq.com). AI Lessons and AI Roleplays sit next to live classes. This is a sourced Hone strength Slack, Teams, and AI assistants Native Slack app and Microsoft Teams app (Boon Coaching Nudges) for follow-through after a scheduled session. Through MCP, employees can use Boon inside AI assistants such as Claude and ChatGPT to check goals, session history, action items, and competency scores, prepare for sessions, and rehearse conversations AI Coach lives in Slack and Teams as always-on support, plus class reminders. Slack and Teams are also listed with Workday, Cornerstone, and other HRIS/LMS integrations. Use inside AI assistants such as Claude and ChatGPT is not a sourced Hone feature Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 Live classes led by ICF-accredited facilitators Hone features on honehq.com. This page does not invent a Hone coach-network size or G2 score Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Membership is built to assign live and AI programs at scale. Automations handle enrollment, nudges, and reminders. Fast for a class catalog Security SOC 2 compliant with enterprise-grade data protection Enterprise customers and SSO via Okta and OneLogin are listed on honehq.com. Confirm current certifications during evaluation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Public live classes and private virtual cohorts are the core group format. 1:1 and group coaching, peer groups, and team development are premium add-ons ## Where Hone wins, and where Boon wins. Live class catalog: 100+ live online classes, public peer rooms, and private company cohorts (honehq.com) 24/7 Hone AI Coach in Slack and Teams, plus AI Lessons and AI Roleplays next to the live catalog Hone-reported reach: 2.5 million employees impacted, 90% of learners say they gained skills they are ready to apply, 89% say the time was well spent Training operations: assign paths, due dates, automations, Impact Analysis, and AI Skills Analysis HRIS and LMS integrations Hone lists: Workday, Cornerstone, UKG, Docebo, SAP SuccessFactors, Slack, Teams, Okta, Rippling, OneLogin Five program formats: Scale, Grow, Exec, Together, Adapt, so live training is not the whole system Usage-based pricing: pay for coaching that gets used, not a per-learner class subscription Manager visibility: structured tri-party alignment that connects coaching to the job Competency measurement against your framework: 23% average improvement, 89% session attendance, +87 NPS Slack and Teams as follow-through after a scheduled session, plus Boon inside AI assistants such as Claude and ChatGPT. 300+ coaches, 4.8/5 on G2, SOC 2 Hone is the better fit when you want a live class catalog and a 24/7 AI coach. Boon is the better fit when you want coaching for managers you can measure, with the manager in the loop and follow-through in Slack and Teams. They are not interchangeable. If the board question is what changed, see leadership development you can take to the CHRO. ## Also evaluating other platforms? ## Questions from teams evaluating Hone. ### What's the difference between Hone and Boon? Hone (honehq.com) is live cohort leadership training plus a 24/7 AI coach. Its core is a catalog of 100+ live online classes, public peer cohorts and private company cohorts, AI Lessons, AI Roleplays, and an AI Coach in Slack and Teams. Human 1:1 and group coaching are premium add-ons, not the center of the product. Boon is a coaching system: five programs (Scale, Grow, Exec, Together, Adapt), usage-based pricing, manager tri-party alignment, competency scores against your framework, and Slack and Teams as follow-through after a scheduled coaching session. They are not interchangeable. Hone wins as live training at scale. Boon wins as coaching you can take to the board. ### Is Hone a BetterUp alternative? Hone shows up on "best BetterUp alternatives" lists because it is live leadership training plus a 24/7 AI coach, which is a different job from BetterUp's coaching platform. That is a fair alternative if the gap you are trying to close is a class catalog and always-on AI practice. It is the wrong alternative if the gap is usage-based human coaching, manager involvement, and competency measurement. Boon is the BetterUp alternative for that second job. See Boon vs BetterUp for the coaching-platform bakeoff. Pick Hone when the buy is training. Pick Boon when the buy is coaching. ### What is a good Hone alternative? A good Hone alternative depends on the job. If you want 100+ live classes, private cohorts, and a 24/7 AI coach in Slack and Teams, Hone is built for that and you may not need an alternative. If you want usage-based coaching mapped to your competency framework, with the manager in the contract and follow-through in Slack and Teams, Boon is the alternative to evaluate. Boon is 4.8/5 on G2. This page does not publish a Hone G2 score. Other platforms buyers compare in this set include BetterUp, CoachHub, Torch, Ezra, Bravely, and Coachello. ### Is Hone or Boon better for managers? Hone is better when managers need a live class they can join this week: feedback, coaching conversations, change, AI literacy, with peers from other companies or a private cohort of your own people. That is training. Boon is better when manager development is a designed program: Grow cohorts with peer learning, coaching mapped to your competency framework, and kickoff and closeout sessions with the manager, the employee, and the coach. If the need is a class catalog, pick Hone. If the need is a manager coaching program, pick Boon. See coaching for managers for what that program looks like. ### How does Hone pricing compare to Boon? Hone Membership is an annual subscription with per-learner rates, with volume discounts Hone describes for larger groups. Private Programs have custom pricing based on length, number of classes, and number of learners. There is no public rate card on honehq.com. Boon uses usage-based pricing: you pay for coaching sessions used, not per-seat licenses, across five programs. Subscription pricing is simpler when everyone should have unlimited class access. Usage-based pricing is simpler when utilization will vary by level and you do not want to pay for unused seats. Neither number on this page is a quote. ### Can I use Hone and Boon together? Yes, if the jobs stay split. Hone can remain the live class catalog and 24/7 AI coach. Boon can run the coaching system for managers, executives, teams, and change, with Slack and Teams follow-through after sessions. That only works when people are not coached twice for the same goal in two systems. If you are buying one platform to do both jobs, pick the job that matters more. A 30-minute conversation is enough to draw the line. ## See what coaching in the workflow looks like in practice. 30 minutes. We will walk through how Boon's five programs map to the job a live class catalog does not cover. -------------------------------------------------------------------------------- title: "Mentora vs Boon: Curriculum vs System (2026) | Boon" description: "Mentora Institute runs a senior-leader curriculum (the Mentora Method, workshops, coaching, and LiFT)." source: "https://www.boon-health.com/compare/mentora" -------------------------------------------------------------------------------- # Mentora vs Boon: a senior-leader curriculum compared with a development system. Mentora Institute teaches a method through workshops, coaching, and LiFT. Boon connects five programs, usage-based pricing, and Slack and Teams follow-through into one operating system for people development. Mentora Institute is a New York leadership-development firm that delivers the Mentora Method through keynotes, workshops, coaching, and LiFT, a GenAI performance-coaching tool (mentora.institute). The work is curriculum-first and boutique-leaning, grounded in Hitendra Wadhwa's Inner Mastery, Outer Impact research. Mentora reports more than 10,000 executives from 50+ countries have taken that journey. Zendikt's 2026 ranking lists Mentora at #9 as curriculum-based leadership development. Boon is one operating system for people development: five programs, usage-based pricing, native Slack and Teams follow-through, and Boon inside AI assistants such as Claude and ChatGPT. Mentora wins as a senior-leader program. Boon wins as a measured system in the workflow. ## “We need a senior-leader program. Is a curriculum the same as a system?” No. A curriculum gives a cohort one language. A system keeps Exec, Grow, and Scale in one picture after the workshop ends. If you want the Mentora Method, buy Mentora. If you want coaching that stays in Slack and Teams and extends past the named cohort, buy Boon. Pretending they are the same job is how you end up with a beautiful program and no operating system. ## Three reasons L&D teams evaluate Boon after Mentora. Mentora is a method. Boon is five connected programs. Exec can cover the same senior leaders Mentora would put in a workshop. Scale, Grow, Together, and Adapt then cover everyone the curriculum was not designed to hold. A shared leadership language is valuable. It is still one program. When a frontline manager and an executive need to be in the same development picture, method is not architecture. Mentora measures against the Mentora Method and LiFT goals. In a recent engagement with a 600-person fintech, the question was whether scores were in the client's language. Boon maps coaching to your competencies, with 23% average improvement across six-month Grow programs. Do not stack Mentora's 20% LiFT figure next to Boon's 23% competency figure. Different instruments, different claims. Ask which number your CHRO can take to the board. Mentora delivers workshops, coaching, and a pocket AI coach. Boon puts follow-through in a native Slack app and Microsoft Teams app, exposes coaching data to AI assistants such as Claude and ChatGPT through MCP, and charges for sessions used instead of a premium cohort seat. LiFT is available in the moment. It is not Boon Coaching Nudges, and it is not Boon inside AI assistants such as Claude and ChatGPT. Those are different bets about where development lives after the workshop ends. ## Five formats vs. one method. Mentora is excellent at teaching a leadership curriculum. Boon adds org-wide programs and workflow follow-through, all in one system with shared context. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and Slack or Teams follow-through stay attached when someone leaves a workshop and goes back to the job. Curriculum built on Inner Core, Five Core Energies, and 25 Actions, from Hitendra Wadhwa's research and Inner Mastery, Outer Impact. Faculty-led executive workshops and onsite programs. Mentora reports 10,000+ executives across 50+ countries have taken the journey. Human coaching inside the method, typically for senior-leader and executive cohorts rather than an open marketplace. GenAI performance coaching for in-the-moment prep. Mentora reports a 20% average boost on first use and 135% after ten uses. Vendor-reported. Mentora's strength is the method. Faculty, workshops, coaching, and LiFT share one language. The gap is org-wide program architecture, your competency framework, and follow-through in Slack and Teams. ## How do Boon and Mentora compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Mapped to the Mentora Method: Inner Core, Five Core Energies, and 25 Actions. That is a coherent model. It is not your competency framework unless you adopt theirs Program configuration Every program configured to your pressure points. No two implementations look the same High-touch program design: keynotes, workshops, coaching, and LiFT assembled around the method. Configuration is the curriculum, not five named populations Coach context Coaches briefed on your culture, competencies, and specific development goals Faculty and coaches trained in the Mentora Method. Context is the method plus the leader, more than a multi-program brief against your framework Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Self-assessment and personalized reports on the Five Core Energies. LiFT reports performance boosts along stated goals. Different measurement language than client competency scores Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs Mentora Method delivered as keynotes, onsite workshops, coaching, Mentora LIFE membership, and LiFT. Boutique and senior-leader leaning Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Workshops and coaching sit inside a shared method. A standard tri-party kickoff with the line manager is not the sourced operating model Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results LiFT and program reporting show performance against goals Mentora defines. Manager-level competency trends on your model are not the native report Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Zendikt lists a smaller integration and reporting set (~12). A dedicated manager portal across five programs is not the product center Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability The core loop is the leader, the faculty or coach, and the method. Tri-party closeout with the manager is not a sourced standard feature Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Coaching and inner-core work stay personal. Workshop cohorts are a more observable layer Pricing model Usage-based. Pay for coaching your people actually use. No per-seat commitment Quote-only premium curriculum pricing. Zendikt lists senior-leader and executive cohort SKUs, not a public rate card Pricing transparency Clear pricing structure discussed upfront in the evaluation process No public enterprise pricing. Expect a conversation for faculty, cohort size, and LiFT access Coaching accessibility Designed to bring coaching to every level, not just the leadership tier LiFT is positioned from C-suite to individual contributors. Live faculty and coaching remain senior-leader and boutique in practice Unused sessions Usage-based model means you're not paying for sessions that don't get used Cohort and curriculum commitments. Unused workshop seats and unused coaching hours are not billed the Boon way Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management One method across keynotes, workshops, coaching, and LiFT. Fewer standalone formats for intact teams and AI-driven change Outcome measurement Competency-level tracking showing verified behavior change over time Mentora publishes LiFT figures: an average 20% boost along stated goals on first use, growing to 135% after ten uses. Treat those as vendor-reported, not a client competency score Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board The board story is the method and faculty pedigree (Columbia research, Inner Mastery, Outer Impact). Competency movement on your model is not the native story Customer portal Real-time portal for your L&D team with participation, progress, and competency data LiFT and program surfaces for the people in the curriculum. L&D reporting across five formats is not Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Five Core Energies assessment and LiFT goal boosts. Do not treat 20% or 135% as comparable to Boon's 23% competency figure. Different instruments Business case support We help you build the ROI narrative to defend and expand the coaching investment The case is academic credibility and a shared leadership language. Confirm how that translates to your competency model in a pilot AI capabilities AI-powered practice space for scenario-based roleplays tied to coaching goals. Smart matching and between-session reinforcement LiFT is GenAI performance coaching in the moment: action steps, mindset prep, and 5, 10, or 15 minute plans grounded in Mentora research. Zendikt still calls the AI layer less mature than marketplace leaders Slack, Teams, and AI assistants Native Slack app and Microsoft Teams app (Boon Coaching Nudges) for nudges, action-item reminders, goal check-ins, and session prep. Through MCP, employees can use Boon inside AI assistants such as Claude and ChatGPT to check goals, session history, action items, and competency scores, prepare for sessions, and rehearse conversations Zendikt lists Slack and Teams among about 12 integrations. LiFT is a pocket coach, not a native Slack or Teams coaching-nudge app, and use inside AI assistants such as Claude and ChatGPT is not a sourced Mentora feature Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 Faculty-led delivery plus coaches inside the Mentora Method. Smaller than a marketplace by design. Zendikt lists G2 at 4.6 across 40 reviews Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture High-touch program design is a sourced Mentora strength. Expect faculty calendar and workshop logistics, not a self-serve rollout Security SOC 2 compliant with enterprise-grade data protection Enterprise and executive programs with a smaller integration set. Confirm current certifications during evaluation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Onsite executive workshops and cohort curriculum are the group format. That is not a sourced equivalent of Grow plus Together plus Adapt ## Where Mentora wins, and where Boon wins. A distinctive behavioral-science curriculum: Mentora Method, Five Core Energies, Inner Mastery, Outer Impact Faculty-led workshops and high-touch program design for senior-leader cohorts LiFT: GenAI performance coaching for situation-specific prep, with published (vendor-reported) goal-boost figures Academic and consulting pedigree buyers recognize, with 10,000+ executives across 50+ countries reported by Mentora A shared leadership language the cohort can keep using after the workshop Five program formats: Scale, Grow, Exec, Together, Adapt, so the senior curriculum is not the whole buy Usage-based pricing: pay for coaching that gets used, no per-seat commitment Native Slack app and Microsoft Teams app (Boon Coaching Nudges), plus Boon inside AI assistants such as Claude and ChatGPT Competency measurement against your framework: 23% average improvement, 89% session attendance, +87 NPS 300+ ICF coaches, mid-market and enterprise, 4.8/5 on G2, SOC 2. Manager tri-party alignment is a standard loop Mentora is the better fit when you want a senior-leader curriculum with faculty and a shared method. Boon is the better fit when you want a usage-based development system that lives in Slack and Teams and covers more than the named cohort. They are not interchangeable. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Mentora and Boon? Mentora Institute (mentora.institute) is a New York leadership-development firm built around the Mentora Method: keynotes, workshops, coaching, and LiFT, a GenAI performance-coaching tool. The work is curriculum-first and boutique-leaning, with Hitendra Wadhwa's Inner Mastery, Outer Impact research behind it. Mentora reports more than 10,000 executives across 50+ countries have taken that journey. Boon is one operating system for people development: five programs (Scale, Grow, Exec, Together, Adapt), usage-based pricing, native Slack and Teams follow-through, and Boon inside AI assistants such as Claude and ChatGPT. Mentora wins as a senior-leader curriculum. Boon wins as a measured system that lives in the workflow. ### What is a good Mentora alternative? A good Mentora alternative depends on the job. If you want a prescriptive behavioral-science curriculum, faculty-led workshops, and LiFT in the flow of a high-stakes moment, Mentora is built for that and you may not need an alternative. If you want a leadership development system with competency scores, manager tri-party alignment, usage-based pricing, and Slack/Teams follow-through from individual contributors through executives, Boon is the alternative to evaluate. Boon is 4.8/5 on G2. Other platforms buyers put next to Mentora include Torch, Sounding Board, and CoachHub. ### Is Mentora or Boon better for senior leaders? Mentora is better when senior leaders should go through a shared method: Five Core Energies, Inner Core work, and a workshop-plus-coaching arc with faculty. Boon is better when senior leaders need a dedicated Exec partnership that still shares data with Grow and Scale, and when follow-through has to show up as Slack or Teams nudges and session prep inside AI assistants such as Claude and ChatGPT. If the constraint is one curriculum, pick Mentora. If the constraint is one system for the bench and everyone under it, pick Boon. ### How does Mentora pricing compare to Boon? Mentora pricing is quote-only. Zendikt's 2026 ranking calls it premium curriculum pricing, sold per senior-leader or executive cohort, with no public rate card. Boon uses usage-based pricing: you pay for coaching that gets used, with no per-seat commitment, across five programs. Cohort curriculum pricing is simpler when a named executive group is the whole buy. Usage-based pricing is simpler when the same contract has to cover ICs, managers, executives, teams, and change without a new statement of work. ### When should I pick Mentora over Boon? Pick Mentora when the job is the Mentora Method: a structured senior-leader curriculum, faculty-led workshops, coaching inside that method, and LiFT for in-the-moment performance prep. Pick Boon when the job is an operating system for people development that lives in Slack and Teams and gets measured against your competencies. Mentora is a program. Boon is a system. Do not treat LiFT and Boon's AI practice space as the same product. LiFT is method-specific performance coaching. Boon's practice space is roleplay tied to coaching goals between sessions. ### Can I use Mentora and Boon together? Yes, if the jobs stay split. Mentora can remain the faculty curriculum and LiFT layer for a senior cohort. Boon can run Exec around those leaders and Scale, Grow, Together, and Adapt for everyone else. That only works when the same people are not getting two coaching plans for the same goals. If you are buying one partner, pick program or system first. A 30-minute conversation is enough to draw that line. ## See what a development system looks like after the workshop. 30 minutes. We will walk through how Exec maps to a senior cohort, and how Scale and Slack or Teams follow-through cover everyone the curriculum does not. -------------------------------------------------------------------------------- title: "Modern Health vs Boon: EAP vs Coaching (2026) | Boon" description: "Modern Health is a mental health platform that bundles therapy, psychiatry, and coaching as an EAP-style benefit." source: "https://www.boon-health.com/compare/modern-health" -------------------------------------------------------------------------------- # Modern Health vs Boon: mental health care compared with professional coaching. Modern Health bundles therapy, psychiatry, and coaching as a workforce mental health benefit. Boon is professional coaching and leadership development. Boon does not replace an EAP. Modern Health is a digital-first mental health platform that bundles therapy, psychiatry, professional coaching, self-guided tools, and community Circles (modernhealth.com). FlexEAP is sold as an EAP replacement. Employees are matched through an Adaptive Care model. Founded in 2017 in San Francisco and last publicly valued at $1.17B in March 2021, it ranks #5 on Zendikt's 2026 career and executive coaching list as the mental-health-plus-coaching play. Boon is professional coaching and leadership development: five programs, usage-based pricing, native Slack and Teams follow-through, and Boon inside AI assistants such as Claude and ChatGPT. Modern Health wins as care. Boon wins as a leadership system. Boon does not replace therapy or an EAP. ## “Our EAP already includes coaching. Why would we buy another platform?” Because care coaching and leadership coaching answer different questions. Modern Health should stay if people need therapy, psychiatry, or a confidential well-being coach this week. Boon is the buy if Grow, Exec, and Scale have to show competency movement and show up in Slack and Teams after the session. Dropping the EAP to fund Boon is the wrong trade. ## Three reasons L&D teams evaluate Boon after Modern Health. Modern Health is built so a person in distress can reach care. Boon is built so a manager, an executive, or a team can grow against a competency framework. Coaching inside an EAP is still a care tier. It is not Grow or Exec. The most expensive mistake in this bakeoff is treating "we already have coaching" as the end of the conversation. Ask whether that coaching is clinical-adjacent or a leadership program. Those answers point to different vendors. Modern Health measures clinical improvement and benefit utilization. From our most recent cohort data, Boon measures competency movement (23% average), session attendance (89%), and NPS (+87). A CHRO can need both numbers. They do not substitute for each other. PHQ-9 movement is a real outcome. It will not tell the board whether first-line managers got better at feedback. Competency scores will not tell the board whether anxiety dropped. Buy the instrument that matches the question. Modern Health lives in a member app designed for care. Boon lives in the work: a native Slack app and Microsoft Teams app (Boon Coaching Nudges) for nudges, action-item reminders, goal check-ins, and session prep, plus Boon inside AI assistants such as Claude and ChatGPT to prepare for sessions and rehearse conversations. Do not put clinical session content into Slack, Teams, or an AI assistant. That is exactly why these products should stay separate. Follow-through for leadership goals is a Boon job. Care is a Modern Health job. ## A leadership system vs. a mental health benefit. Modern Health is excellent at getting people to the right level of care. Boon does not try to do that job. It runs professional coaching across five connected programs. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. None of them are therapy. If a participant needs clinical care, that stays with Modern Health or another EAP. Boon keeps the leadership work, the competency scores, and the Slack or Teams follow-through. Licensed clinical care, including medication management. This is the layer Boon does not offer and does not replace. ICF-credentialed coaching as one tier in an Adaptive Care model, routed by need. Zendikt: well-being first, coaching second. EAP-style benefit with self-guided programs, crisis and work-life resources, and community Circles. Assessment-led matching. Modern Health cites first available therapy or coaching in under a day on average. Modern Health's strength is care. Therapy, psychiatry, coaching, and EAP operations in one member experience. Depth in cohort manager programs and executive partnerships is not the design center. ## How do Boon and Modern Health compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Care plans follow clinical and subclinical need (PHQ-9, GAD-7, and similar screeners in public writeups). Not mapped to a client leadership competency framework Program configuration Every program configured to your pressure points. No two implementations look the same Employers configure session caps, PEPM vs usage, and which care tiers are in the plan. Configuration is a benefit design, not a leadership program per population Coach context Coaches briefed on your culture, competencies, and specific development goals ICF-credentialed coaches and licensed therapists in a global provider network. Context is the member's care need, not a multi-month brief against your framework Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Measurement-based care is a sourced strength: validated mental health assessments and clinical outcome tracking. Different instrument than a leadership 360 Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs Therapy, psychiatry, coaching, self-guided tools, Circles, and FlexEAP. Breadth is care. Depth in executive or cohort leadership programs is not the design center Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Member-initiated care. The manager is not in the therapy or coaching contract, which is the correct design for a clinical benefit Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Employer dashboards show utilization and workforce well-being themes. Manager-level competency trends are not the product Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had HR and benefits reporting, not a manager-facing leadership dashboard. Confidentiality of care is the point Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Care sessions are between the member and the provider. Tri-party leadership kickoff is not the model, and should not be Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. HIPAA-aligned clinical confidentiality. This is a sourced Modern Health strength and a reason not to fold leadership coaching into the same file Pricing model Usage-based. Pay for coaching your people actually use. No per-seat commitment PEPM or usage-based, published as options on modernhealth.com. Enterprise quotes still required. The meter is a care benefit, not five leadership programs Pricing transparency Clear pricing structure discussed upfront in the evaluation process Model is disclosed (PEPM or usage). Dollar rates are not public. Zendikt notes bundled clinical care often prices above a pure coaching buy Coaching accessibility Designed to bring coaching to every level, not just the leadership tier Whole-workforce access is the benefit model. First available therapy or coaching session averages under 24 hours on Modern Health's site. This is the access edge Unused sessions Usage-based model means you're not paying for sessions that don't get used Usage-based is available. PEPM pays for access whether people book or not. Clinical utilization can swing the budget in either model Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management One partner for therapy, psychiatry, coaching, digital tools, Circles, and EAP operations. Leadership program formats are not in that bundle Outcome measurement Competency-level tracking showing verified behavior change over time Clinical outcomes and utilization. Modern Health has published figures such as similar improvement rates in depressive symptoms for coaching (60%) and therapy (64%). That is care measurement, not competency scoring Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Benefits and well-being dashboards, including actuarial risk support Modern Health describes for consultants. Board-ready leadership competency scores are not the native output Customer portal Real-time portal for your L&D team with participation, progress, and competency data Employer analytics for a mental health benefit. The buyer is often Benefits or Total Rewards, not L&D Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs No sourced leadership-competency growth figure. Do not invent one. PHQ-9 and GAD-7 are not a substitute Business case support We help you build the ROI narrative to defend and expand the coaching investment The business case is access to care, utilization vs a traditional EAP, and clinical outcomes. The case is not leadership ROI AI capabilities AI-powered practice space for scenario-based roleplays tied to coaching goals. Smart matching and between-session reinforcement Digital self-guided tools and algorithmic matching to the right care tier. An AI leadership roleplay tied to coaching goals is not a sourced core product Slack, Teams, and AI assistants Native Slack app and Microsoft Teams app (Boon Coaching Nudges) for nudges, action-item reminders, goal check-ins, and session prep. Through MCP, employees can use Boon inside AI assistants such as Claude and ChatGPT to check goals, session history, action items, and competency scores, prepare for sessions, and rehearse conversations Zendikt lists Slack and Teams among 35+ workplace integrations. The product center is the member care app, not a native coaching-nudge layer, and use inside AI assistants such as Claude and ChatGPT is not a sourced Modern Health feature Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 Global network of licensed therapists and ICF-credentialed coaches. Coverage across 200+ countries is a sourced Modern Health claim. Zendikt lists G2 at 4.6 across 220 reviews Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Benefits rollout: enroll the population, match to care, first session often under 24 hours. Lower program-design load, by design Security SOC 2 compliant with enterprise-grade data protection HIPAA-aligned clinical data protections are a sourced strength. Confirm current certifications during evaluation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Circles are live therapist- and coach-led community sessions on well-being topics. That is not a sourced equivalent of a Grow curriculum or Together intact-team workshop ## Where Modern Health wins, and where Boon wins. Clinical care: therapy, psychiatry, crisis support, and HIPAA-aligned confidentiality in one benefit Adaptive Care / FlexEAP: route people to self-guided tools, coaching, or therapy without treating every need as a leadership engagement Speed to care: first available therapy or coaching session under 24 hours on average, per Modern Health Global provider network across 200+ countries, with coaching as one tier rather than the whole product PEPM or usage-based benefit pricing, plus employer analytics built for well-being utilization Professional coaching and leadership development, not clinical care: Scale, Grow, Exec, Together, Adapt Usage-based pricing for coaching that gets used, no per-seat commitment, across five programs Native Slack app and Microsoft Teams app (Boon Coaching Nudges), plus Boon inside AI assistants such as Claude and ChatGPT Competency measurement against your framework: 23% average improvement, 89% session attendance, +87 NPS 300+ ICF coaches, mid-market and enterprise, 4.8/5 on G2, SOC 2. Manager tri-party alignment is a standard loop Modern Health is the better fit when the job is workforce mental health and an EAP. Boon is the better fit when the job is professional coaching and leadership development. Boon does not replace therapy or an EAP. They are not interchangeable. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Modern Health and Boon? Modern Health (modernhealth.com) is a digital-first mental health platform that bundles therapy, psychiatry, professional coaching, self-guided tools, and community Circles. FlexEAP is sold as an EAP replacement. Employees are routed through an Adaptive Care model based on clinical and subclinical need. Founded in 2017 in San Francisco. Last publicly valued at $1.17B (March 2021). Boon is professional coaching and leadership development: five programs (Scale, Grow, Exec, Together, Adapt), usage-based pricing, native Slack and Teams follow-through, and Boon inside AI assistants such as Claude and ChatGPT. They are not the same job. Modern Health is care. Boon is coaching. ### Does Boon replace Modern Health or an EAP? No. Boon does not replace therapy, psychiatry, crisis care, or an employee assistance program. Boon is not clinical care. If your workforce needs a mental health benefit, keep Modern Health or another EAP. If your managers and leaders need measured professional coaching, evaluate Boon. Buying Boon instead of an EAP is the wrong trade. Some organizations run both: Modern Health for care, Boon for leadership development. That split only works when people understand which door to walk through. ### Is Modern Health or Boon better for managers? Modern Health is better when a manager needs confidential mental health support, stress and burnout care, or a coach inside a well-being benefit they can book in under a day. Boon is better when manager development is a designed program: Grow cohorts, coaching mapped to your competency framework, and kickoff and closeout with the manager, the employee, and the coach. Zendikt's 2026 ranking is direct: Modern Health coaching depth sits below pure-play coaching platforms because the product is whole-person well-being first. If the need is care, pick Modern Health. If the need is a manager program, pick Boon. ### How does Modern Health pricing compare to Boon? Modern Health offers PEPM or usage-based pricing on its own site, with quote-only enterprise terms. Zendikt notes bundled care often runs above pure-coaching buys because therapy and psychiatry sit in the same contract. Common employer configurations described in public EAP writeups include a set number of therapy sessions plus a coaching tier, but there is no public rate card on this page. Boon uses usage-based pricing for professional coaching only, with no per-seat commitment, across five programs. Do not compare a clinical benefit budget to a coaching budget as if they were one line item. ### When should I pick Modern Health over Boon? Pick Modern Health when the job is workforce mental health: therapy, psychiatry, crisis support, an EAP replacement, and coaching as one tier of care. Pick Boon when the job is professional coaching and leadership development you can take to the board: five formats, manager involvement, competency scores, Slack and Teams follow-through, and Boon inside AI assistants such as Claude and ChatGPT. If someone on the evaluation team says "we already have coaching inside our EAP," that is a care coach, not Exec or Grow. Most companies keep the EAP and add a development system alongside it. ### Can I use Modern Health and Boon together? Yes, and that is often the right architecture. Modern Health stays the mental health benefit and EAP layer. Boon runs leadership development. Do not point the same person at both for the same goal, and do not ask Boon to take a clinical case. If someone needs therapy, that is Modern Health or another clinical provider. If someone needs a leadership coach, that is Boon. A 30-minute conversation is enough to write the handoff rule. ## See how a coaching system works alongside your EAP. 30 minutes. We will map Boon next to the mental health benefit you already have, not instead of it, and show where leadership development actually starts. -------------------------------------------------------------------------------- title: "Sounding Board vs Boon: 2026 Coaching Comparison | Boon" description: "Sounding Board is leadership-cohort coaching with a measurement-heavy software suite, now part of BTS." source: "https://www.boon-health.com/compare/sounding-board" -------------------------------------------------------------------------------- # Sounding Board vs Boon: leadership cohorts compared with org-wide coaching. Sounding Board is measurement-heavy cohort coaching and mentoring software, now part of BTS. Boon covers that layer through Exec and Grow, then adds org-wide Scale, usage-based pricing, and Slack and Teams in the work. Sounding Board is a leadership coaching and mentoring platform focused on structured cohort programs, 1:1 coaching, and program-delivery software that measures participation, goal progression, and ROI (soundingboardinc.com). Founded in 2016 by Christine Tao and Lori Mazan, it is now a BTS company. Zendikt's 2026 career and executive coaching ranking lists it at #6 and calls out leadership-cohort design and competency-and-outcome measurement as the strengths. Boon is one operating system for people development: five programs (Scale, Grow, Exec, Together, Adapt), usage-based pricing, a native Slack app and Microsoft Teams app for follow-through, and Boon inside AI assistants such as Claude and ChatGPT. Sounding Board wins as a measurement-heavy leadership cohort. Boon wins when that cohort has to sit inside a system that also covers the rest of the organization. ## “If both measure leadership coaching, why is this not the same purchase?” Measurement is not the differentiator. Sounding Board is built to run a leadership program and prove it. Boon is built to run Exec and Grow for that same bench, then keep Scale, teams, and change in one system with usage-based pricing and follow-through in Slack and Teams. If you are buying a cohort, Sounding Board is a serious option. If you are buying the system around the cohort, start with Boon. ## Three reasons L&D teams evaluate Boon after Sounding Board. Sounding Board is excellent at leadership cohorts. Boon covers that layer through Exec and Grow, then adds Scale for individual contributors and frontline managers, Together for intact teams, and Adapt for AI-driven change. When the population is the organization, not only the bench, the architecture is the decision. Sounding Board does list an Individual Contributor module and on-demand coaching. The market position, and Zendikt's 2026 read, is still cohort-first. Scale is how Boon makes org-wide coaching a designed program, not an add-on. Sounding Board sells programs and cohorts on custom quotes. Across our client base, Boon charges for sessions used, with no per-seat commitment. That changes who can be in the program when utilization will not be uniform. A $320K cohort for 20-100 people can be the right buy when the roster is locked. It is the wrong meter when you want coaching to extend past the named cohort without another statement of work. Sounding Board integrates with Slack and Teams as workplace tools. Boon ships a native Slack app and a Microsoft Teams app (Boon Coaching Nudges) for nudges, action-item reminders, goal check-ins, and session prep. MCP lets people use Boon inside AI assistants such as Claude and ChatGPT to check goals, session history, action items, and competency scores, prepare for sessions, and rehearse conversations. An HRIS or chat integration is not the same as follow-through landing where the work already happens. That is the operating-system claim, not a feature checkbox. ## A development system vs. a leadership cohort platform. Sounding Board is excellent at running and measuring leadership programs. Boon adds org-wide formats and workflow follow-through, all in one system with shared context. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and Slack or Teams follow-through stay attached when someone moves from a cohort into a new role. Virtual coaching through a managed certified network. Trailblazer packages run 3 or 6 months with two 50-minute sessions per month. Facilitated group coaching for leadership cohorts. Zendikt reads this as the product center: emerging-leader and senior-leader programs. Run your own mentors on Sounding Board software, with matching, messaging, and measurement. Dynamic Leader Development Suite: build, match, track, and measure 1:1, group, and mentoring programs, including internal coaches. Sounding Board's strength is the leadership program: cohorts, mentoring software, and measurement. The gap shows up when coaching has to extend past the named bench and stay in Slack and Teams after the session. ## How do Boon and Sounding Board compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Program builder lets admins set leadership capabilities, surveys, and resources per program. Strong configuration. Less emphasis on carrying your framework across five connected populations Program configuration Every program configured to your pressure points. No two implementations look the same Dynamic Leader Development Suite: templates for 1:1, group, and mentoring programs, with session caps, matching type, and dates set by the admin Coach context Coaches briefed on your culture, competencies, and specific development goals IAC, EMCC, CCE, and ICF credentialed coaches (ACC, PCC, MCC), 7+ years of leadership experience on average, 92% coach retention. Matching algorithm is a sourced feature Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Default survey set grounded in Kirkpatrick and Phillips evaluation models, including ROI as level 5. A real measurement edge for program evaluation Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs 1:1 leadership coaching, Leadership Labs, Leadership Studios, mentoring, on-demand coaching, and an Individual Contributor module. Depth sits in leadership cohorts and program software Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Stakeholder and sponsor roles exist in the software so someone can oversee engagements. A standard tri-party kickoff and closeout is not the sourced operating model Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Configurable dashboards for participation, goal progression, and program health. This is a sourced Sounding Board strength Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Admin, stakeholder, and sponsor views in the program suite. A dedicated manager-facing competency view across IC through exec is not the product center Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Program sponsors and stakeholders can oversee engagements. Shared goal-setting with the line manager is configuration, not the default loop Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Coaching stays a confidential 1:1. Dashboards report program metrics, not session transcripts Pricing model Usage-based. Pay for coaching your people actually use. No per-seat commitment Quote-only, typically per cohort or per program. Zendikt 2026 buyer data: about $320K median for 20-100 participants, $920K for 100-500 Pricing transparency Clear pricing structure discussed upfront in the evaluation process No public enterprise rate card. Trailblazer packages disclose 3 or 6 month length and two sessions per month. Price rises with seniority Coaching accessibility Designed to bring coaching to every level, not just the leadership tier IC and on-demand modules exist. Zendikt still ranks the product as leadership-cohort first, not at-scale IC coaching Unused sessions Usage-based model means you're not paying for sessions that don't get used Capacity can be set by seats (base) or hours (premium). Unused seat or hour handling varies by contract Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Coaching, group labs, mentoring software, and BTS consulting around strategy execution. Intact-team workshops and coaching-led change are not the named core set Outcome measurement Competency-level tracking showing verified behavior change over time Kirkpatrick and Phillips evaluation, goal progression, and ROI dashboards. Mature program-measurement software. Treat published lift figures as vendor-reported unless you see the study Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Sponsor dashboards and ROI storytelling are a sourced reason buyers pick Sounding Board for cohorts Customer portal Real-time portal for your L&D team with participation, progress, and competency data Program delivery software is the product: build, manage, track, and measure from one suite Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Leadership-capability fields and evaluation surveys. Client-specific competency scores that travel from Scale to Exec are not the native output Business case support We help you build the ROI narrative to defend and expand the coaching investment Phillips-model ROI is built into the default surveys. The case is program evaluation, not usage-based access across the org AI capabilities AI-powered practice space for scenario-based roleplays tied to coaching goals. Smart matching and between-session reinforcement Matching algorithm and BTS-side AI practice and simulations after the acquisition. A Boon-style roleplay tied to coaching goals is not the sourced Sounding Board core Slack, Teams, and AI assistants Native Slack app and Microsoft Teams app (Boon Coaching Nudges) for nudges, action-item reminders, goal check-ins, and session prep. Through MCP, employees can use Boon inside AI assistants such as Claude and ChatGPT to check goals, session history, action items, and competency scores, prepare for sessions, and rehearse conversations Zendikt lists Slack and Teams among 25+ integrations, with Workday, BambooHR, and Lattice. Integration is not the same as a native coaching-nudge app in the workflow Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 Managed certified network, plus the option to run your own internal coaches and mentors on the software. Combined BTS network of 700 credentialed coaches after the acquisition Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture High-touch program design is a sourced strength. BTS account coverage is now part of the buyer picture Security SOC 2 compliant with enterprise-grade data protection Enterprise program software used by global companies, now inside BTS. Confirm current certifications during evaluation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Leadership Labs and Leadership Studios are core group formats. Mentoring is a first-class module, which Boon does not sell as a named product ## Where Sounding Board wins, and where Boon wins. Measurement software: Kirkpatrick and Phillips surveys, configurable dashboards, participation, goal progression, and ROI Mentoring as a first-class module, including the option to run your own internal coaches and mentors on the same platform Leadership Labs and Studios for designed emerging-leader and senior-leader cohorts BTS parent: strategy-execution consulting, a combined 700-coach network, and a broader leader-development stack around the software Coach quality controls Sounding Board publishes: IAC, EMCC, CCE, and ICF credentials, 7+ years of leadership experience, 92% coach retention Five program formats: Scale, Grow, Exec, Together, Adapt, so the leadership cohort is not the whole system Usage-based pricing: pay for coaching that gets used, no per-seat commitment Native Slack app and Microsoft Teams app (Boon Coaching Nudges), plus Boon inside AI assistants such as Claude and ChatGPT Competency measurement against your framework: 23% average improvement, 89% session attendance, +87 NPS 300+ ICF coaches, mid-market and enterprise, 4.8/5 on G2, SOC 2. Manager tri-party alignment is a standard loop Sounding Board is the better fit when you want a leadership-cohort program with serious measurement software and mentoring on the same platform. Boon is the better fit when that program has to live inside an org-wide system with usage-based pricing and follow-through in Slack and Teams. They are not interchangeable. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Sounding Board and Boon? Sounding Board is a leadership coaching and mentoring platform built around structured cohort programs, 1:1 coaching, and a measurement-heavy program-delivery suite (soundingboardinc.com). Coaches are certified through IAC, EMCC, CCE, and ICF, with 7+ years of leadership experience on average and a 92% coach retention rate Sounding Board publishes. BTS acquired the company to pair that software with a combined 700-coach network. Boon is one operating system for people development: five programs (Scale, Grow, Exec, Together, Adapt), usage-based pricing, native Slack and Teams follow-through, and Boon inside AI assistants such as Claude and ChatGPT. Sounding Board is strongest as a senior-leader and emerging-leader cohort program with measurement software. Boon covers that layer through Exec and Grow, then continues into org-wide Scale, intact teams, and change. ### Is Sounding Board or Boon better for manager development? Sounding Board is a strong pick when the job is a designed leadership cohort with program software, surveys grounded in Kirkpatrick and Phillips models, and curated matching for emerging and senior leaders. Boon is the better pick when manager development has to sit inside Grow, map to your competency framework, include tri-party kickoff and closeout, and keep going for individual contributors through Scale. Sounding Board lists an Individual Contributor module and on-demand coaching. Zendikt's 2026 ranking still reads the product as cohort-first, not at-scale IC coaching. If the population is a leadership bench, start with Sounding Board. If the population is the organization, start with Boon. ### How does Sounding Board pricing compare to Boon? Sounding Board pricing is quote-only and typically sold per cohort or per program. Zendikt buyer data in its 2026 ranking cites median annual deals around $320,000 for 20-100 cohort participants and $920,000 for 100-500. Public Trailblazer packages are 3 or 6 months with two 50-minute sessions per month, and price rises with seniority. Boon uses usage-based pricing: you pay for coaching that gets used, with no per-seat commitment, across five programs. Cohort pricing is simpler when the roster is fixed. Usage-based pricing is simpler when utilization will vary by level and you do not want to pay for unused seats. ### Does Sounding Board measure competency improvement? Yes, measurement is a sourced Sounding Board strength. The Dynamic Leader Development Suite tracks participation, goal progression, and ROI on configurable dashboards. Default surveys use the New World Kirkpatrick Model and the Phillips Model (including ROI as level 5). Boon runs pre and post assessments against your specific competency framework, with 23% average competency improvement across six-month Grow programs. Both measure. Sounding Board measures program and evaluation-model outcomes. Boon measures movement on your competencies, then puts that data in Slack, Teams, and AI assistants such as Claude and ChatGPT. ### When should I pick Sounding Board over Boon? Pick Sounding Board when the job is a leadership-cohort program with serious measurement software, internal-plus-external coaching and mentoring on one platform, and a BTS consulting parent for strategy-execution work around the program. Pick Boon when the job is an operating system for people development: Exec and Grow for the leadership layer, Scale for the rest of the organization, usage-based pricing, native Slack and Teams nudges, AI practice between sessions, and Boon inside AI assistants such as Claude and ChatGPT for session prep and conversation rehearsal. They overlap on senior-leader coaching. They do not do the same job for the whole organization. ### Can I use Sounding Board and Boon together? Possible if the jobs stay split. Sounding Board can remain the cohort and mentoring software for a defined leadership bench. Boon can run Scale, Together, and Adapt, plus Slack/Teams follow-through, for everyone else. That only works when the same managers are not coached twice on the same goals in two systems. If you are buying one platform, pick the job that matters more. A 30-minute conversation is enough to draw the line. ## See what a broader development system looks like in practice. 30 minutes. We will walk through how Exec and Grow map to a leadership cohort, and how Scale and Slack or Teams follow-through cover everyone else. -------------------------------------------------------------------------------- title: "Torch vs Boon: 2026 Leadership Coaching Comparison | Boon" description: "Torch focuses on systemic leadership development through 1:1 coaching and leadership circles. Boon adds more program formats and usage-based pricing." source: "https://www.boon-health.com/compare/torch" -------------------------------------------------------------------------------- # Torch vs Boon: leadership-layer coaching compared with org-wide coaching. Torch builds leadership capability through systemic coaching and leadership circles. Boon connects coaching, cohort development, executive support, and team workshops into one system tied to your competency framework. Torch is a leadership development platform focused on systemic coaching and organizational alignment. It serves mid-to-large enterprises through 1:1 coaching, leadership circles, and simulation-based practice. Boon is an integrated leadership development system offering five programs: individual coaching (Scale), manager cohorts (Grow), executive coaching (Exec), team workshops (Together), and change management (Adapt). The key difference: Torch specializes in leadership-layer development with a systems thinking methodology. Boon covers a wider population and more program formats while applying the same competency measurement. ## “Both platforms claim to build leadership capability. What's actually different?” Torch and Boon are genuinely similar in some ways. Both emphasize organizational context over generic coaching. Both see leadership development as systemic, not episodic. The differences emerge when you look at population coverage, program variety, and how competency improvement gets measured. The useful question is which one fits your organization's development architecture. If the live problem after the bakeoff is specialists who will not take work outside their lane, that is specialist-to-generalist when “not my job” is the culture, not another leadership-layer feature. ## Three reasons L&D teams evaluate Boon after Torch. Torch focuses on the leadership tier. Boon serves from individual contributors (Scale) to executives (Exec) to intact teams (Together). When you need development across more levels, not just the senior leadership layer, the product architecture matters. Many organizations love Torch's quality but need a system that extends down to frontline managers and up to the exec team, all in one platform with shared context and data. Leadership circles and 1:1 coaching are powerful. But not every development challenge is solved by 1:1 or peer cohort. Team dynamics, manager skill-building at scale, and change management each need different program formats. Adapt, Together, and Grow are built for those specific contexts. Torch's core strength is systemic leadership coaching. Boon builds on that with four additional program formats that address different organizational needs without requiring a second vendor. Torch uses per-seat licensing. Boon's usage-based pricing means you pay for coaching that gets used. For organizations extending development beyond the top leadership tier, that pricing model changes the economics of who can participate. When you can bring coaching to every manager, not just the top 50, the compounding effect on the organization is different. Pricing model determines who gets access. ## Five formats vs. three programs. Torch builds excellent depth in the leadership layer. Boon adds breadth across populations and formats, all in one system with shared context. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. All five programs share context and data. A manager in Grow and their direct report in Scale are working in the same system. Competency scores and progress flow across programs so your L&D team sees one picture, not five disconnected dashboards. Executive and leadership coaching through vetted coaches matched to organizational context. Peer cohorts for leaders to learn from each other in a structured, facilitated format. Scenario-based practice tools that let leaders rehearse high-stakes conversations. Torch's strength is depth over breadth. Its core programs are well-designed for the leadership layer. The platform's focus narrows as you move below senior leadership. ## How do Boon and Torch compare feature by feature? Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Strong organizational context in coaching engagements. Competency customization available but less granular than client-specific framework mapping Program configuration Every program configured to your pressure points. No two implementations look the same Coaching and circle programs are tailored to organizational context. Torch invests in configuration at the leadership level Coach context Coaches briefed on your culture, competencies, and specific development goals Coaches are briefed on organizational context. Systems thinking methodology is applied consistently Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Assessment capabilities available. Tighter integration with proprietary framework than client-specific competency models Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs 1:1 coaching plus leadership circles. Strong for the leadership layer, narrower across other populations and formats Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Manager involvement varies. Some structured touchpoints depending on program design Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Reporting available to program sponsors. Direct manager-level visibility depends on configuration Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Program sponsor dashboards available. Dedicated manager-facing team development view not a standard feature Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Goal alignment varies by engagement design. Less structured as a standard operating model Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Coaching confidentiality is respected. Organizational context shared at a systems level Pricing model Usage-based. Pay for coaching your people actually use Per-seat licensing. Enterprise pricing requires custom quote Pricing transparency Clear pricing structure discussed upfront in the evaluation process Enterprise pricing not publicly disclosed. Requires sales engagement Coaching accessibility Designed to bring coaching to every level, not just the leadership tier Primarily serves the leadership layer. Less suited for broad population deployment Unused sessions Usage-based model means you're not paying for sessions that don't get used License-based model. Utilization rates and unused license handling vary by contract Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Strong coaching and circle programs. Narrower in format variety and cross-population coverage Outcome measurement Competency-level tracking showing verified behavior change over time Goal tracking and progress measurement. Strong qualitative outcomes. Quantitative competency scoring is less granular Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Program reporting available. Focus on leadership development progress and program completion Customer portal Real-time portal for your L&D team with participation, progress, and competency data Sponsor dashboard with program activity and participant progress. Depth varies Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Behavioral progress tracked. Competency scores tied to client-specific frameworks are less granular Business case support We help you build the ROI narrative to defend and expand the coaching investment Case studies and program evidence available. Less emphasis on client-specific ROI modeling AI capabilities AI-powered practice space for scenario-based roleplays tied to coaching goals. Smart matching and between-session reinforcement Practice simulations with scenario-based learning. Strong structured practice features for leadership conversations Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context Curated coach network with strong vetting. Smaller than marketplace platforms, emphasis on quality and systemic approach Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Structured implementation with emphasis on organizational context. Careful onboarding for systemic alignment Security SOC 2 compliant with enterprise-grade data protection Enterprise security posture. SOC 2 and data protection standards met Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Leadership circles are a core offering. Structured peer cohorts for leadership development ## Where Torch wins, and where Boon wins. Practice simulations: Purpose-built scenario tools that let leaders rehearse high-stakes conversations Systems thinking methodology: Coaching explicitly connected to organizational dynamics, not just individual growth Leadership circle quality: Well-designed peer cohort format for senior leadership development Organizational context: Strong investment in briefing coaches on the organizational system, not just the individual Five program formats: Scale, Grow, Exec, Together, Adapt across every population and modality Usage-based pricing: Pay for coaching that gets used, not per-seat licenses Competency measurement: 23% average improvement tracked against your specific framework Population breadth: IC development through executive coaching in one system with shared data Manager visibility: Structured tri-party alignment that connects coaching to the job Torch builds excellent leadership programs. The right choice depends on whether you need one modality done well, or a system that covers multiple populations and formats in one platform. ## More comparisons ## Questions we hear from L&D leaders. ### What's the difference between Torch and Boon? Both platforms apply organizational context to leadership coaching, and both emphasize that development should connect to how the organization works. The differences are in scope. Torch specializes in the leadership layer through 1:1 coaching and leadership circles, with strong practice simulation features. Boon covers a wider population across five program formats, Scale for individual contributors and frontline managers, Grow for manager cohorts, Exec for senior executives, Together for intact teams, and Adapt for change management contexts. Boon also uses usage-based pricing versus per-seat licensing. ### Is Torch or Boon better for manager development? It depends on what you mean by manager development. If you want structured leadership circles and 1:1 coaching for your senior management team, Torch is a strong choice. If you need manager development that covers a broader population, connects to your competency framework, and involves the manager's own manager in the process, Boon's Grow program is built specifically for that. ### How does Torch pricing compare to Boon? Torch uses per-seat enterprise licensing, with custom quotes for each engagement. Boon uses usage-based pricing, so you pay for coaching that actually gets used. For organizations with variable utilization or programs that are extending beyond a defined leadership cohort, usage-based pricing reduces the risk of paying for unused seats. ### Does Torch measure competency improvement? Torch tracks leadership progress and goal attainment within its programs. The measurement tends to be more qualitative and goal-based than quantitative competency scoring. Boon runs pre and post assessments against your specific competency framework, producing scores that show what changed, by how much, and where gaps remain. Across six-month Grow programs, clients see an average of 23% competency improvement. ### Which is better for a company that uses Torch and wants to add team development? Together is built for exactly that scenario. It's a standalone team workshop and facilitation format that operates alongside individual coaching programs. If your leadership team is already in Torch, Together can be layered in for team-level work without requiring everyone to move off Torch. That said, if you are planning a broader review, a conversation about the full Boon suite is worth 30 minutes. ### Is Boon a wellbeing or mental health platform? No. Boon is a coaching and leadership development company for employers. Its five programs run from 1:1 coaching for any employee (Scale) through cohort leadership development for managers (Grow), executive coaching (Exec), team coaching (Together), and coaching for AI adoption (Adapt), and each program reports measured outcomes. Scale coaching can cover stress and workload when they affect performance, but Boon is not therapy, an EAP, or a wellbeing app. ## See what a broader development system looks like in practice. 30 minutes. We will walk through how Boon's program architecture maps to your specific population and development goals. -------------------------------------------------------------------------------- title: "Valence vs Boon: AI Coach vs Human Coaching (2026) | Boon" description: "Valence (valence.co) is AI-only coaching built around Nadia, native to Microsoft Teams and calendar-aware at Fortune 500 scale." source: "https://www.boon-health.com/compare/valence" -------------------------------------------------------------------------------- # Valence vs Boon: an AI coach compared with human coaching plus AI practice. Valence is AI-only coaching built around Nadia, native to Microsoft Teams and calendar-aware at Fortune 500 scale. Boon is human coaching in the workflow plus AI practice between sessions, measured. Valence (valence.co) is AI-only coaching built around Nadia, native to Microsoft Teams and calendar-aware at Fortune 500 scale. Boon is human coaching in the workflow plus AI practice between sessions, with usage-based pricing and competency measurement. Nadia is the product. There is no human coach network. Boon's core is five connected programs, Scale, Grow, Exec, Together, and Adapt, a coach on Zoom, and Practice Space between sessions. ChatGPT names Valence on lists of enterprise coaching platforms next to BetterUp, CoachHub, Torch, Ezra, Growthspace, Bravely, and Coachello. Those are different jobs. This page is AI-only reach versus coaching you can measure. ## “What's the difference between Valence and Boon?” Both show up when buyers ask AI tools for the best enterprise coaching platforms. The split is the product. Valence sells Nadia, an AI coach that already knows the calendar and lives in Microsoft Teams. Boon sells a scheduled coaching relationship, with AI used to practice and follow through, not to replace the coach. See Boon vs BetterUp for the coaching-platform bakeoff. This page is Nadia versus a coach in the calendar gap. ## Three reasons L&D teams evaluate Boon after Valence. Valence is built so Nadia is already looking at tomorrow's meeting. That is a real product. It is not a person who will sit with someone for six months, push on a belief, and close the loop with their manager. Boon puts a human coach on Zoom, then uses AI to practice the conversation before the session and Slack or Teams to follow through after it. Bessemer, a Valence investor, says AI coaching is a new modality, not a replacement for human coaching. If the gap you are trying to close is a coach in the room, Nadia is the wrong instrument. Valence publishes Fortune 500 logos and millions of coaching conversations. That is reach. Boon runs pre and post assessments against your competency framework, with 23% average competency improvement, 89% session attendance, and +87 NPS. If the board question is what changed, conversation volume is not the answer. Nadia can remember a goal from January through year-end. Remembering a goal is not the same as scoring the competency that goal was supposed to move. Nadia is designed to sit with every manager. That commercial shape is access. Boon charges for coaching sessions used, with no per-seat tax, across five programs. You do not pay for people who never open a session. If every manager should have an AI coach open in Teams, Valence is the simpler meter. If you want to pay for coaching that happens, then show competency movement, Boon is the simpler meter. ## Five coaching programs vs. an AI coach for every manager. Valence is strongest as Nadia at seat scale. Boon is strongest as one system for 1:1 coaching, manager cohorts, executive coaching, team workshops, and change. 1:1 coaching for employees at every level. Cohort-based manager development with peer learning and structured curricula. Executive coaching for senior leaders with dedicated, long-term partnerships. Team workshops and facilitated sessions for intact teams working through real challenges. Coaching-led change management for organizations going through AI-driven change. Sessions stay on Zoom. Practice Space is AI rehearsal between those sessions, not a chat 1:1 coach. Slack and Teams carry nudges, prep, and follow-through. See how each program works. The AI coach. Valence calls Nadia the coach for every leader: advice, hard conversations, goals, reviews, and team context. No human coach network sits behind it. Nadia lives natively in Microsoft Teams, reads the calendar, and uses Microsoft 365 context. Coaching in the activity feed, not another app to remember (site.valence.co). Structured journeys Valence surfaces next to always-on Nadia chat. Confirm current journey catalog during evaluation. This page does not invent SKUs. Restricted topics reroute to an internal resource the customer names. SOC 2 Type 2, ISO 27001, ISO 42001 (valence.co/trust-and-security). Valence's strength is Nadia at manager scale. The platform's center of gravity is the AI coach in Teams, not a multi-month coaching relationship with a person. ## Valence vs Boon, feature by feature. Competency alignment Coaching, assessments, and goals mapped to your organization's competency framework Nadia ingests company priorities, conversation history, and individual context (site.valence.co). Mapping to the client's own competency framework with pre and post scores is not the sourced center of the product Program configuration Every program configured to your pressure points. No two implementations look the same Guardrails, data retention, and internal-resource routing are customizable per partner (valence.co/trust-and-security). Coaching journeys are a sourced Valence surface Coach context Coaches briefed on your culture, competencies, and specific development goals Nadia's context engine uses profile, team, calendar, company priorities, and conversation history. That is AI context, not a human coach briefed on a multi-month engagement Assessment integration Pre/post assessments tied to your specific framework. Results from your existing 360 can be brought into the program Progress and goals compound inside Nadia over the year (site.valence.co). Pre/post scores against your leadership framework are not the native output Product architecture Five programs: Scale, Grow, Exec, Together, Adapt. Context carries between programs Nadia is the product. Coaching journeys and Microsoft 365 / Teams sit around that AI coach. AI-only, not five connected coaching programs Manager-coach connection Structured alignment sessions where manager, employee, and coach set and review goals together Managers cannot see individual coaching conversations (valence.co/trust-and-security). There is no coach to sit in a tri-party contract Development visibility Managers review goals with the coach and employee in alignment sessions. Program admins see aggregate pre/post competency results Aggregated, anonymized reporting is the sourced Valence model. That is privacy-preserving usage data, not competency trends against your framework Manager dashboard Managers can see whether their direct reports are enrolled and how many sessions they have had Nadia is team-aware: styles, friction, and pulse after change (site.valence.co). A dedicated manager-facing competency view is not the sourced product center Tri-party alignment Kickoff and closeout sessions with manager, employee, and coach create shared accountability Nadia coaches the individual inside Teams. Kickoff and closeout with the manager, employee, and a human coach is not the Valence model Confidentiality balance Visibility without surveillance. Program admins see aggregate progress and results. Session content stays confidential. Individual Nadia conversations stay confidential. Managers cannot see them. Restricted topics reroute to an internal resource the customer names Pricing model Usage-based. Pay for coaching your people actually use No public rate card on valence.co. The product is built to put Nadia at every manager. This page does not invent a seat rate or a quote Pricing transparency Clear pricing structure discussed upfront in the evaluation process Enterprise quotes. No public rate card on valence.co. This page does not invent a price Coaching accessibility Designed to bring coaching to every level, not just the leadership tier This is the Valence edge: Nadia at every manager, always on, no scheduling. Reach is the design Unused sessions Usage-based model means you're not paying for sessions that don't get used If the commercial model is access for the manager layer, you pay for reach whether people open Nadia or not. Confirm the meter in evaluation. This page does not invent one Multi-product value One partner for coaching, cohorts, exec support, workshops, and change management Nadia plus coaching journeys in Microsoft Teams and Microsoft 365. One AI coach, not five connected programs Outcome measurement Competency-level tracking showing verified behavior change over time Valence publishes reach and conversation volume: trusted by Fortune 500 enterprises, millions of coaching conversations (site.valence.co). Treat those as Valence-reported usage, not a Boon-comparable competency score Executive reporting Dashboards built to answer 'what's changing?' with data your CHRO can present to the board Aggregated, anonymized reporting for enterprise partners. Board-ready competency movement against your framework is not the native story Customer portal Real-time portal for your L&D team with participation, progress, and competency data Enterprise admin, SSO, SCIM, and RBAC (valence.co/trust-and-security). Strong for rolling Nadia out at company scale Competency growth data Pre/post measurement against your specific competencies. 23% average improvement across six-month Grow programs Valence does not publish a competency-growth percentage against a client framework on this page, so this page does not invent one Business case support We help you build the ROI narrative to defend and expand the coaching investment The business case Valence publishes is scale: Nadia at every manager, Fortune 500 logos, and conversation volume. The case is AI reach, not coaching ROI against your competencies AI capabilities AI practice between scheduled coaching sessions. Native Slack and Teams apps for nudges, action items, session prep, and goal check-ins. Boon inside AI assistants such as Claude and ChatGPT Nadia is the coach. Calendar-aware, proactive, compounding context, native to Microsoft Teams (site.valence.co). This is a sourced Valence strength Slack, Teams, and AI assistants Native Slack app and Microsoft Teams app (Boon Coaching Nudges) for follow-through after a scheduled session. Through MCP, employees can use Boon inside AI assistants such as Claude and ChatGPT to check goals, session history, action items, and competency scores, prepare for sessions, and rehearse conversations Nadia lives natively in Microsoft Teams, with calendar and Microsoft 365 / Microsoft Graph context (site.valence.co, May 2026 Microsoft announcement). Slack and use inside AI assistants such as Claude and ChatGPT are not sourced Valence features on those pages Coach/expert network 300+ ICF-accredited coaches serving clients globally. Matched by role, function, and organizational context. 4.8/5 on G2 No human coach network. Nadia is the coach. Model review by AI experts and certified coaching professionals is QA, not a bookable coach. This page does not invent a Valence G2 score Implementation Launches within a week. Consultative approach with a dedicated partner who knows your culture Built for Fortune 500 rollout. Delta's Tim Gregory is quoted on valence.co/trust-and-security: contract to pilot in five weeks Security SOC 2 Type II, Security criteria only, April 1 through June 30, 2026 (Zero Day CPA). Report on request via /security SOC 2 Type 2, ISO 27001, and ISO 42001, plus GDPR and EU AI Act language (valence.co/trust-and-security). This is a sourced Valence strength. Confirm current scope during evaluation Group coaching Grow cohorts with peer learning and Together team workshops. Multiple group formats built into the system Nadia is team-aware and can coach around team dynamics. Facilitated group coaching and intact-team workshops are not the sourced Valence model ## Where Valence wins, and where Boon wins. Nadia at every manager: always on, no scheduling, calendar-aware inside Microsoft Teams (site.valence.co) Fortune 500 reach and conversation volume Valence publishes: logos such as Delta, Gilead, Kraft Heinz, Prudential, Tetra Pak, Coca-Cola, and IBM, plus millions of coaching conversations Microsoft 365 depth: Teams-native, calendar, and Microsoft Graph / Work IQ direction announced May 2026 Trust stack Valence publishes: SOC 2 Type 2, ISO 27001, ISO 42001, GDPR, and EU AI Act language (valence.co/trust-and-security) Guardrails that stay inside the customer's org: restricted topics reroute to an internal resource, not to a Valence coach Human coaching on Zoom, plus AI practice between sessions in Practice Space Five program formats: Scale, Grow, Exec, Together, Adapt, so an AI coach is not the whole system Usage-based pricing: pay for coaching that gets used, no per-seat tax Manager visibility: structured tri-party alignment that connects coaching to the job Competency measurement against your framework: 23% average improvement, 89% session attendance, +87 NPS. 300+ coaches, 4.8/5 on G2 (37 reviews), SOC 2 Type II Security via /security Valence is the better fit when you want Nadia-only at seat scale. Boon is the better fit when you want coaching for managers you can measure, with a coach in the calendar gap and follow-through in Slack and Teams. They are not interchangeable. If the board question is what changed, see leadership development you can take to the CHRO. Security details for Boon live on /security. ## Also evaluating other platforms? ## Questions from teams evaluating Valence. ### What's the difference between Valence and Boon? Valence (valence.co) is AI-only coaching built around Nadia. There is no human coach network. Nadia lives in Microsoft Teams, reads the calendar, and is built to reach every manager at Fortune 500 scale. Guardrails on restricted topics route people to an internal resource the customer names, usually a manager or HR, because there is no Valence coach layer to hand off to. Boon is a coaching system: five programs (Scale, Grow, Exec, Together, Adapt), a human coach on Zoom, AI practice between sessions in Practice Space, usage-based pricing, manager tri-party alignment, and competency scores against your framework. Slack and Teams carry nudges, prep, and follow-through after a scheduled session. They are not interchangeable. Buy Valence if the job is Nadia-only at seat scale. Buy Boon if you need a coach in the calendar gap and proof the job changed. ### Does Valence have human coaches? No. Nadia is the product. Independent 2026 coaching-platform guides treat Valence as AI-only, and investors describe Nadia as a new modality rather than a replacement for human coaching. Valence does run human-in-the-loop review of the model by AI experts and certified coaching professionals (valence.co/trust-and-security). That is quality control on the AI, not a coach you can book. When a conversation hits a restricted topic, Nadia reroutes to the customer's own internal resource. There is no Valence coach to escalate to. ### Is Valence or Boon better for managers? Valence is better when the buy is an always-on AI coach for every manager: meeting prep from the calendar, team context, and coaching inside Microsoft Teams with no scheduling. That is Nadia at seat scale. Boon is better when manager growth is a designed program: Grow cohorts with peer learning, coaching mapped to your competency framework, and kickoff and closeout sessions with the manager, the employee, and the coach. Practice Space sits between those sessions so people rehearse the hard conversation before they have it. If the need is Nadia in Teams for the whole manager layer, pick Valence. If the need is a manager coaching program you can measure, pick Boon. See coaching for managers for what that program looks like. ### How does Valence pricing compare to Boon? There is no public rate card on valence.co. Valence quotes enterprise programs. This page does not invent a Valence price, seat rate, or commercial model. Boon uses usage-based pricing: you pay for coaching sessions used, not per-seat licenses, across five programs. Seat-scale AI is simpler when every manager should have Nadia open in Teams. Usage-based pricing is simpler when utilization will vary by level and you do not want to pay for unused seats. Neither number on this page is a quote. ### What is a good Valence alternative? A good Valence alternative depends on the job. If you want an AI coach at every manager, calendar-aware inside Microsoft Teams, Valence is built for that and you may not need an alternative. If you want human coaching mapped to your competency framework, with the manager in the contract and AI practice between sessions, Boon is the alternative to evaluate. Boon is 4.8/5 on G2 across 37 reviews and is listed on Capterra as Boon (capterra.com/p/10057878/Boon-Health). This page does not publish a Valence G2 score. Other platforms buyers compare in this set include BetterUp, CoachHub, Torch, Ezra, Growthspace, Bravely, and Coachello. ### Can I use Valence and Boon together? Yes, if the jobs stay split. Valence can remain the Nadia layer in Microsoft Teams. Boon can run the coaching system for managers, executives, teams, and change, with Slack and Teams follow-through after sessions and Practice Space between them. That only works when people are not coached twice for the same goal in two systems. If you are buying one platform to do both jobs, pick the job that matters more. A 30-minute conversation is enough to draw the line. ## See what a coach in the workflow looks like in practice. 30 minutes. We will walk through how Boon's five programs map to the job an AI coach at every manager does not cover. -------------------------------------------------------------------------------- title: "About Boon: Leadership Coaching for Every Level | Boon" description: "Boon is one coaching and leadership development system for every level of your company." source: "https://www.boon-health.com/story" -------------------------------------------------------------------------------- # About Boon Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. Boon works with 110+ organizations, from Series A startups to Fortune 500 companies, through a network of 300+ ICF-accredited coaches with operating experience. Each program has its own billing model, and Scale is billed only for completed sessions. ## The team behind Boon Alex Simmons co-founded Boon in 2020 and leads it as CEO. He spent the early part of his career in finance, where performance was measured closely and leadership ability wasn't measured at all. Then a coach helped him move from reacting to acting with intention. Coaching worked, but it only reached a few people at the top. He started Boon to bring it to every level of a company. Boon is headquartered in Royal Oak, Michigan, with a remote-first team. Everyone on the team has access to coaching, because the company runs on what it sells. ### Alex Simmons CO-FOUNDER & CEO ### Caitlin Anderson SR. DIRECTOR OF ACCOUNT MANAGEMENT ### Alex Newman SR. DIRECTOR OF PARTNERSHIPS ### Jamie Fuentes SR. DIRECTOR OF COACH EXPERIENCE ### Zach Ragland CHIEF OF STAFF “A more resilient world built by people who can think clearly, lead others, and hold under pressure.” ## What Boon does ### Boon Scale → 1:1 coaching for every employee, booked directly with a coach matched to their role. Monthly use runs around 30% of eligible employees. ### Boon Grow → A 6-month program for new and rising managers: 12 biweekly 1:1 sessions, group cohort sessions, and check-ins with each participant's manager. Growth is measured with pre and post assessments on 3 to 5 competencies the company picks. ### Boon Exec → Confidential 4-month or 6-month coaching for C-suite leaders, VPs, and senior directors, with coaches who have held senior roles themselves. The sponsor gets progress summaries, never session content. ### Boon Together → Skills workshops of 15 to 45, group coaching for 4 to 8 people on the same team, and team coaching for intact teams, all tied into the 1:1 coaching program. Leadership offsites of 10 to 30 are also available. Pre and post assessments track changes in how the team communicates and makes decisions. ### Boon Adapt → 1:1 coaching for leaders and managers during AI rollouts and restructures. Managers get support through the change itself, alongside the rollout plan and training. ## What makes Boon different ### One system across every level All five programs share one competency model. When someone moves from Scale to Grow to Exec, their coaching history moves with them. ### Coaches with operating experience Boon's 300+ coaches are ICF-accredited former executives, functional leaders, and operators. They are matched by role, industry, and the challenge the leader faces. ### Billing by program Scale is billed per completed session. Grow is a flat fee per participant or per session, set by contract. Exec, Together, and Adapt are quoted per engagement. Every program launches within a week. ### Confidential by design Companies see aggregate participation, themes, and competency trends. Individual session content stays between coach and client. ### Coaching between sessions A summary of goals and action items, plus resources suggested for their focus areas, arrives in Slack or Teams. AI roleplay lets leaders practice hard conversations before they have them. ## Who uses Boon Heads of People, Chief People Officers, and L&D leaders at 110+ organizations, from Series A startups to Fortune 500 companies, use Boon for individual contributors, new managers, senior leaders, and whole teams. Here's what it looks like for employees. “My coach helps me stay accountable and creates space for meaningful conversations around what matters most. As CPO, I'm proud to offer Boon to our employees. It's consistently one of our most appreciated benefits.” Most Boon programs are sponsored by employers. Individuals can also buy Grow directly, often with a development stipend. See Grow for individuals. Boon is not clinical mental health care. ## How Boon works - Step 1 Configure The company picks its programs and 3 to 5 competencies to focus on. - Step 2 Match Each participant fills out a welcome survey and is matched to a coach by role, industry, and goals. - Step 3 Coach Participants book sessions in the Boon portal. Summaries and action items follow in Slack or Teams. - Step 4 Measure Pre and post assessments feed an aggregate dashboard, with reports that can be exported for leadership and board reviews. Across six-month Grow programs, participants show a +23% average improvement in targeted competencies. ## Key facts ## Frequently asked questions ### What is Boon? Boon is one coaching and leadership development system for every level of your company. It runs inside Slack, Teams, and the AI tools your people already use, and it measures what changes. Boon works with 110+ organizations through a network of 300+ ICF-accredited coaches. ### How much does Boon cost? Boon is priced by program. Scale is billed per completed session, Grow is a flat fee per participant or per session set by contract, and Exec, Together, and Adapt are quoted per engagement. Each company gets a custom quote, which you can request through the demo page. ### How is Boon different from other coaching platforms? Boon runs all five programs on one competency model, so a leader's history carries over when their role changes. Coaches are former operators and executives. Pricing follows actual use instead of licenses. ### Who founded Boon? Boon was co-founded in 2020 by Alex Simmons, who leads the company as CEO. He started it after working with a coach during his finance career. ### What programs does Boon offer? Boon offers five programs: Scale (1:1 coaching for every employee), Grow (manager development), Exec (executive coaching), Together (skills workshops, group coaching, and team coaching), and Adapt (coaching through AI change). ### Is Boon coaching confidential? Yes. Boon coaching conversations are private between coach and client, and employers see only aggregate participation, themes, and competency trends. ## Talk to Boon. If you're building something that matters, your leaders need more than a workshop and a wish. Let's talk about what a real system looks like. -------------------------------------------------------------------------------- title: "Case Studies | Boon" description: "Boon case studies from M3 Insurance, Energage, Teaching Lab, Heartland Veterinary Partners, and more: the challenge, the coaching program, and measured results." source: "https://www.boon-health.com/learn/case-studies" -------------------------------------------------------------------------------- # Results from the organizations that run Boon 7 organizations, from a 120-person nonprofit to a veterinary network of 2,500+ people. Each case study covers the challenge, the program, and the results they measured. Heartland Veterinary Partners · Veterinary Healthcare · 2,500+ employees across partner practices ## How Boon Helped Heartland Vet Partners Grow Leaders at Scale Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices. 97% Session Satisfaction 100% Participant Retention M3 Insurance · Insurance · ~1,000 employees ## Elevating Employee Growth and Leadership with Boon Coaching M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by giving every employee access to personalized 1:1 coaching through Boon. 17% Productivity Increase (self-reported) Healthcare · 500+ employees ## 1:1 Coaching for Staff at a 500-Person Healthcare Organization Facing heavy turnover, a healthcare organization gave its clinical and administrative staff 1:1 coaching on professional development and communication. 86% of participants reported higher work satisfaction. 86% Work Satisfaction Brandlive · Technology / Live Streaming · 200+ employees ## How Brandlive Reached 65% Coaching Adoption During Hypergrowth Brandlive added 100 people in a single year. Boon's 1:1 coaching reached 65% of employees, with 95% satisfaction across engagements. 95% Employee Satisfaction 65% Employee Utilization Energage · B2B Software / HR Tech · 150 employees ## Empowering Workplace Cultures with Boon Coaching Professional growth for the whole human. How Energage used Boon to drive engagement, retention, and productivity across all employee levels. 98% 92% Coaching Retention Piper Companies · Staffing & Recruiting · 130 employees ## How Piper Companies Brought 1:1 Coaching to Four Offices Piper rolled out Boon coaching to all 130 employees across Washington D.C., Philadelphia, Baltimore, and Raleigh. 20% booked a first session in the first week, and 91% of coaching relationships continued. 91% 20% First-Week Adoption Teaching Lab · Education / Nonprofit · 120 employees ## How Teaching Lab Supported Managers on a Fully Remote Team Teaching Lab gave its remote team 1:1 coaching, with a focus on helping managers lead by example. 80% of eligible employees enrolled in the first year, with 96% session satisfaction. 96% 80% Employee Sign-Up -------------------------------------------------------------------------------- title: "Elevating Employee Growth and Leadership with Boon Coaching | Boon" description: "M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by giving every employee access to personalized 1:1 coaching through Boon." source: "https://www.boon-health.com/learn/case-studies/m3-insurance" -------------------------------------------------------------------------------- # Turning a leadership gap into a competitive advantage M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by giving every employee access to personalized 1:1 coaching through Boon. ## Leaders were stretched too thin M3 Insurance is one of the largest independent insurance brokerages in the Midwest, with a fast-growing workforce and a culture rooted in talent development. Their annual conjoint analysis survey surfaced a clear signal: employees wanted structured support for professional growth and a demanding workload. The demand was real, but existing resources were not meeting it. Managers overseeing 20 to 30+ direct reports were carrying the weight of their teams while navigating their own performance pressures. Employees wanted work-life integration support beyond what traditional management structures could offer, and HR leadership saw an urgent need to develop emerging leaders and create clearer career pathways before retention started slipping. ## Personalized coaching that meets people where they are M3 launched a Boon Scale pilot with 30+ leaders, pairing employees at every level with coaches matched to their unique needs. The program combined career development and leadership skill-building in one flexible program. ### Program Design ### Measurement & Reporting “One of the things that set Boon apart was how personalized their match process was. Boon was one of the only solutions that truly combined personal and professional development.” ## Measurable impact across the organization Within 12 months, M3 saw significant improvements in productivity, stress management, and overall satisfaction, validating their investment in coaching as a strategic talent development tool. ### Productivity and Workload Employees reported a 17% increase in productivity and a 22% improvement in stress management, alongside stronger performance conversations. ### Culture & Retention A 97% satisfaction score signaled that coaching was not just a perk but a valued part of M3's culture. Leaders gained new tools to navigate difficult conversations and support their teams without burning out. “The flexibility and the personalization are what made this work. Our employees could integrate coaching into their real lives, not just their work lives. That is why the engagement was so high.” ## More case studies. ### How Boon Helped Heartland Vet Partners Grow Leaders at Scale Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices. ### How Teaching Lab Supported Managers on a Fully Remote Team Teaching Lab gave its remote team 1:1 coaching, with a focus on helping managers lead by example. 80% of eligible employees enrolled in the first year, with 96% session satisfaction. ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "Teaching Lab: Coaching for Managers on a Remote Team | Boon" description: "Teaching Lab gave its remote team 1:1 coaching, with a focus on helping managers lead by example." source: "https://www.boon-health.com/learn/case-studies/teaching-lab" -------------------------------------------------------------------------------- # Helping managers lead a fully remote team Teaching Lab gave its remote team 1:1 coaching, with a focus on helping managers lead by example. 80% of eligible employees enrolled in the first year, with 96% session satisfaction. ## Managers were drowning Teaching Lab grew from 30 to 120 employees in 18 months. Their "Head, Heart, Habits, and Equity" model demanded deep facilitation skills, but the managers leading that work were overwhelmed. Most were first-time managers, promoted for subject-matter expertise rather than leadership experience. The fully remote workforce meant managers were navigating isolation, burnout, and boundary-setting without the informal support that comes from sharing an office. Traditional executive coaching was too expensive to offer broadly, and one-size-fits-all training missed the mark for a team with such specialized needs. ## On-demand coaching that actually scales Teaching Lab launched Boon Scale with a focus on practical skill-building for managers. Managers could book sessions whenever they needed support, with no waiting for cohort starts. ### Program Design ### Measurement & Reporting “We needed something that could meet managers where they were, not force them into a rigid schedule. The flexibility meant people got help when they actually needed it, not three weeks later when the crisis had passed.” ## Measurable impact in 12 months After one year with Boon Scale, Teaching Lab saw improvements in manager retention, confidence, and leadership capability. ### Manager Confidence Pre/post assessments showed a 41% reduction in reported stress levels and a 38% increase in manager confidence navigating team challenges. ### Organizational Impact HR could demonstrate ROI with aggregate data on participation, competency growth, and retention, without compromising individual confidentiality. The results were compelling enough that Teaching Lab has since expanded their Boon partnership to include Exec and Together. “The platform gives us visibility without surveillance. I can show our exec team that coaching is working, with participation rates, satisfaction scores, and competency growth, without ever compromising individual privacy. That balance is everything.” ## More case studies. ### Elevating Employee Growth and Leadership with Boon Coaching M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by giving every employee access to personalized 1:1 coaching through Boon. ### How Boon Helped Heartland Vet Partners Grow Leaders at Scale Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices. ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "How Brandlive Reached 65% Coaching Adoption During Hypergrowth | Boon" description: "Brandlive added 100 people in a single year. Boon's 1:1 coaching reached 65% of employees, with 95% satisfaction across engagements." source: "https://www.boon-health.com/learn/case-studies/brandlive" -------------------------------------------------------------------------------- # Coaching for a team that added 100 people in one year Brandlive added 100 people in a single year. Boon's 1:1 coaching reached 65% of employees, with 95% satisfaction across engagements. ## Growing too fast to keep people whole Brandlive was riding a wave. The live streaming platform added 100 new hires in a single year as demand for virtual events exploded. But that kind of velocity comes at a cost. New employees were onboarding into a company that was reinventing itself in real time, and tenured staff were absorbing the weight of training, mentoring, and delivering at the same breakneck pace. Leadership could see the warning signs: elevated stress across departments, early attrition among promising hires, and a growing gap between the company they wanted to be and the daily experience of working there. Perks were not going to fix it. Brandlive needed something that could meet employees where they were and scale with the company. ## Coaching built for a company growing fast Brandlive partnered with Boon to launch company-wide coaching that combined group webinars, personalized 1:1 coaching, and tailored workshops, all designed to fit the pace of a tech company in hypergrowth. ### Program Design ### Measurement & Reporting “We knew we had to act before burnout became embedded in our culture. Boon gave us a way to invest in people at scale without making it feel like another corporate program.” ## Company-wide impact in under a year Within 12 months, Brandlive reached 65% utilization and measurable improvements in resilience, productivity, and employee satisfaction. ### Resilience at Scale 80% of coaching participants improved their resilience scores over the course of their engagement, with the strongest gains among employees in their first six months. ### Culture of Growth 65% company-wide utilization proved that employees embraced the program as a genuine benefit, not a checkbox. Leadership credited the initiative with strengthening their employer brand during a critical growth phase. “The utilization numbers speak for themselves, but what really matters is the stories. People telling their managers that coaching helped them stay. People recommending it to new hires on their first day. That is how you know it is working.” ## More case studies. ### Elevating Employee Growth and Leadership with Boon Coaching M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by giving every employee access to personalized 1:1 coaching through Boon. ### Empowering Workplace Cultures with Boon Coaching Professional growth for the whole human. How Energage used Boon to drive engagement, retention, and productivity across all employee levels. ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "Empowering Workplace Cultures with Boon Coaching | Boon" description: "Professional growth for the whole human. How Energage used Boon to drive engagement, retention, and productivity across all employee levels." source: "https://www.boon-health.com/learn/case-studies/energage" -------------------------------------------------------------------------------- # Professional growth for the whole human, at every level Professional growth for the whole human. How Energage used Boon to drive engagement, retention, and productivity across all employee levels. ## Five departments, one broken approach Energage helps other companies build great workplace cultures, so the bar for their own employee experience was impossibly high. But behind the mission-driven brand, the reality was more complicated. With teams spanning Customer Service, Software Engineering, HR, Finance, and Sales, each department had distinct development needs that no single training program could address. Engineers wanted technical leadership skills. Sales reps needed help navigating difficult client conversations. Managers across the board were struggling to set actionable career goals with their reports. The pressure was compounding. High performers were leaving because they did not see a growth path. Mid-level employees felt stuck. And HR was fielding requests for professional development that could not be solved with another all-hands webinar. Energage needed a solution flexible enough to serve every level and department, while reinforcing the culture-first values they sold to their own customers. ## Coaching across every level Energage launched Boon Scale with a deliberate cross-level strategy: 58% individual contributors, 31% managers, and 10% executives. Coaching covered the work challenges each person actually faced, from career goals to hard conversations. ### Program Design ### Measurement & Reporting “We tell our customers that culture starts with investing in people. We had to live that ourselves. Boon gave us a way to deliver personalized growth at a scale that actually worked for a company our size.” ## A culture company that practices what it preaches Over 18 months, Energage saw improvements in satisfaction, productivity, and coaching retention at every level. ### Retention & Engagement 92% of employees who started coaching continued their relationships over the full 18-month program. The 98% satisfaction score was the highest of any development initiative in company history. ### Productivity & Culture A 35% increase in self-reported productivity and 37% improvement in workplace satisfaction demonstrated that investing in the whole person pays dividends across performance and culture. “What surprised me most was how coaching connected the dots between personal well-being and professional performance. Employees were not just more productive. They were more present, more collaborative, and more invested in our mission.” ## More case studies. ### How Brandlive Reached 65% Coaching Adoption During Hypergrowth Brandlive added 100 people in a single year. Boon's 1:1 coaching reached 65% of employees, with 95% satisfaction across engagements. ### How Piper Companies Brought 1:1 Coaching to Four Offices Piper rolled out Boon coaching to all 130 employees across Washington D.C., Philadelphia, Baltimore, and Raleigh. 20% booked a first session in the first week, and 91% of coaching relationships continued. ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "How Boon Helped Heartland Vet Partners Grow Leaders at Scale | Boon" description: "Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices." source: "https://www.boon-health.com/learn/case-studies/heartland-veterinary" -------------------------------------------------------------------------------- # Transforming veterinary leaders across a growing network Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices. ## A network growing faster than its leaders Heartland Veterinary Partners was scaling rapidly through acquisitions, bringing dozens of independent veterinary practices under one umbrella. But each practice came with its own culture, its own way of doing things, and leaders who had spent decades as solo practitioners, not corporate managers. The gap between clinical excellence and operational leadership was widening with every new partner practice. Generational tensions compounded the challenge. Founding veterinarians approaching retirement struggled to let go, while younger staff pushed for modern work-life boundaries. Practice managers promoted for their clinical skill lacked the tools to navigate performance conversations, team conflict, or strategic planning. Without intervention, Heartland risked losing the very people it needed most during a critical growth phase. ## Coaching built for the realities of veterinary leadership Heartland launched Boon Scale with a dual focus: developing practice managers into confident leaders and supporting founding veterinarians through ownership transitions. Coaches were matched based on healthcare and leadership experience. ### Program Design ### Measurement & Reporting “We needed a partner who understood that our leaders are clinicians first. Boon designed a program that respected their schedules, their expertise, and their unique challenges, rather than forcing them into a generic corporate framework.” ## Measurable impact across 18 months Over 18 months, Heartland saw dramatic improvements in leader retention, practice alignment, and employee satisfaction across their partner network. ### Leadership Readiness 360 Upward Feedback sessions created a constructive feedback culture that drove greater trust between practice staff and leadership, improving alignment on strategic goals across the network. ### Retention & Stability 100% of program participants were retained through the full engagement, providing Heartland with the leadership continuity needed during a period of rapid acquisition and integration. “The coaching gave our practice managers permission to be vulnerable about what they did not know. That openness changed the culture in our practices. Leaders started asking for help instead of hiding behind closed doors, and their teams noticed immediately.” ## More case studies. ### Elevating Employee Growth and Leadership with Boon Coaching M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by giving every employee access to personalized 1:1 coaching through Boon. ### How Teaching Lab Supported Managers on a Fully Remote Team Teaching Lab gave its remote team 1:1 coaching, with a focus on helping managers lead by example. 80% of eligible employees enrolled in the first year, with 96% session satisfaction. ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "1:1 Coaching for Staff at a 500-Person Healthcare Organization | Boon" description: "Facing heavy turnover, a healthcare organization gave its clinical and administrative staff 1:1 coaching on professional development and communication." source: "https://www.boon-health.com/learn/case-studies/healthcare" -------------------------------------------------------------------------------- # 1:1 coaching for clinical and administrative staff Facing heavy turnover, a healthcare organization gave its clinical and administrative staff 1:1 coaching on professional development and communication. 86% of participants reported higher work satisfaction. ## A workforce in crisis Nurses, administrators, and clinical leaders were working double shifts, carrying heavy patient volumes, and watching colleagues leave faster than they could be replaced. Turnover rates spiked to levels that forced reliance on expensive temporary staffing agencies, driving operational costs to unsustainable levels. The employees who stayed were burning out, disengaging, and losing confidence in leadership. Healthcare organizations needed support that would keep experienced people in their roles and help their leaders lead. ## Personalized coaching for the frontline Boon deployed personalized one-on-one coaching for healthcare professionals at all levels, focused on professional development, communication, and the demands of clinical work. Sessions were designed to fit around unpredictable shift schedules. ### Program Design ### Measurement & Reporting “What made this different was that it was mine. Not a group session, not a webinar. A real person who understood what my days looked like and helped me figure out how to keep going without losing myself in the process.” ## Proven ROI in the toughest environment Within 12 months, participating healthcare organizations saw measurable improvements in resilience, satisfaction, and retention, with a clear financial return on their investment in coaching. ### Resilience & Satisfaction 85% of participants improved their resilience scores over the course of their coaching engagement, while 86% reported higher work satisfaction. For a team under that much strain, these numbers were a turning point. ### Financial Impact A 50% relative decrease in employee turnover translated directly to reduced temporary staffing costs, delivering $3 in measurable return for every dollar invested in Boon coaching services. “I have a place to focus on my needs and the time has helped me grow significantly as a leader, team member, and individual. My coach is a perfect match, and this has truly made a difference in my life.” ## More case studies. ### How Boon Helped Heartland Vet Partners Grow Leaders at Scale Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices. ### How Piper Companies Brought 1:1 Coaching to Four Offices Piper rolled out Boon coaching to all 130 employees across Washington D.C., Philadelphia, Baltimore, and Raleigh. 20% booked a first session in the first week, and 91% of coaching relationships continued. ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "How Piper Companies Brought 1:1 Coaching to Four Offices | Boon" description: "Piper rolled out Boon coaching to all 130 employees across Washington D.C., Philadelphia, Baltimore, and Raleigh." source: "https://www.boon-health.com/learn/case-studies/piper-companies" -------------------------------------------------------------------------------- # 1:1 coaching for every employee across four offices Piper rolled out Boon coaching to all 130 employees across Washington D.C., Philadelphia, Baltimore, and Raleigh. 20% booked a first session in the first week, and 91% of coaching relationships continued. ## Morale was slipping across four cities When COVID-19 lockdowns hit in early 2020, Piper Companies watched employee morale decline in real time across their four offices in Washington D.C., Philadelphia, Baltimore, and Raleigh. As a staffing and recruiting firm, their people were their product, and falling morale was threatening both performance and retention. Leadership tried virtual events, fitness apps, and flexible scheduling, but nothing was moving the needle. The core issue was that existing resources felt impersonal and went unused. Piper needed support that felt modern, private, and useful, something their workforce would adopt without being pushed. ## Coaching people actually booked Piper partnered with Boon to deploy a coaching program across all four locations, using direct leadership communication and a Welcome Survey to drive enrollment. The emphasis was on making the program feel approachable, not clinical. ### Program Design ### Measurement & Reporting “We had tried everything from fitness apps to virtual happy hours. None of it addressed the real issue. Boon gave our people a private, professional space to work through what they were dealing with, and they actually showed up for it.” ## 20% booked a session in week one Within 12 months, Piper saw strong utilization from the first week, with measurable improvements in resilience and strong coaching relationship retention across all four offices. ### Engagement Breakthrough Boon achieved 6x the utilization rate of traditional EAPs, with 20% of employees scheduling their first session within the first week of launch. Employees used coaching when the format was easy and private. ### Sustained Resilience A 15% increase in overall resilience scores over 6 sessions, combined with a 91% coaching relationship retention rate, demonstrated that employees were not just trying coaching, they were staying with it and seeing real results. “Hearing the feedback that Boon sessions made a huge impact on well-being reaffirmed everything. When your people tell you a benefit changed their lives, you know you made the right call.” ## More case studies. ### How Brandlive Reached 65% Coaching Adoption During Hypergrowth Brandlive added 100 people in a single year. Boon's 1:1 coaching reached 65% of employees, with 95% satisfaction across engagements. ### Empowering Workplace Cultures with Boon Coaching Professional growth for the whole human. How Energage used Boon to drive engagement, retention, and productivity across all employee levels. ## Start with one program and add the rest as you grow. Boon is one coaching and leadership development system for every level of your company. -------------------------------------------------------------------------------- title: "Learn | Boon" description: "Boon's guides for HR and people leaders: choosing a coaching platform, what coaching costs, measuring ROI, and developing new managers." source: "https://www.boon-health.com/learn" -------------------------------------------------------------------------------- # Resources for growing leaders. Guides, research, and tools from Boon for the HR and people leaders who choose, launch, and measure leadership development. Start with the question you’re trying to answer. ## Guides by topic ### Choosing a coaching platform - Best Coaching Platforms for Managers (2026) Boon, BetterUp, Torch, CoachHub, Ezra, Growthspace, and Sounding Board compared on fit and pricing. - Best Enterprise Coaching Platforms (2026) Enterprise options compared on coach networks, measurement, and pricing. - Best AI Coaching Platforms (2026) Twelve AI-only, hybrid, and human-led platforms compared. - Best Executive Coaching Services (2026) Ten executive coaching providers, search firms, and peer groups compared. - Best Team Coaching Providers (2026) Team coaching, facilitation, and team training providers compared. - Best Coaching ROI Measurement Tools (2026) Nine coaching platforms and coach-practice tools compared on how they measure outcomes. - Best Leadership Development Software (2026) Twelve learning platforms, performance suites, and coaching platforms compared. - Choose a Platform by Architecture Match the job to a platform type, then score a shortlist. ### What coaching costs and how to fund it - Coaching Platform Cost Per Employee Per-seat and usage-based pricing compared, with worked budgets for 200, 500, and 1,000 employees. - Get Executives to Approve the Budget How to frame the ask around a named risk and a first cohort. - Build vs Buy Coaching Capacity Internal academy, external platform, or a hybrid of the two. ### Measuring whether coaching works - Measuring Coaching ROI A framework from leading indicators to business outcomes. - Coaching Program Metrics The metrics that show behavior change, and the vanity metrics to skip. - State of Coaching 2026 What people bring to human coaches, from aggregate data across 72,000+ sessions. ### Developing new and first-time managers - How to Support First-Time Managers What new managers need in their first 90 days and a support model that lasts. - Coaching for New Managers Why training alone falls short after a promotion, and where coaching fits. - First-Line vs Middle Manager Development Two different jobs, and how to plan for both on one budget. - Design an Emerging Leaders Program Building a bench of people who are not managers yet. ### Launching a program people use - How to Build a Leadership Development Program Needs assessment, audience, format mix, launch, and measurement, step by step. - Launch a Coaching Program People Book How to get employees to their first session. - The 90-Day Coaching Adoption Playbook What to watch and adjust after launch week. - Scale Coaching Beyond Executives An operating model for coaching at every level of the organization. ### Coaching basics - What Is Leadership Development? The complete guide to what it covers and how programs are built. - Coaching vs. Mentoring When to use each, and how to combine them. - Coaching vs. Therapy Where the boundary sits, and when each is the right tool. - Coaching Confidentiality What an employer, a platform, or an AI system can and cannot see. ### Leading through AI change - AI Coaching: What It Is What AI coaching does well and where human coaches still matter. - AI and Leadership The skills leaders need as AI changes how work gets done. - AI Readiness Scorecard A free 5-minute check on whether your people are ready for AI change. ## Research, stories, and tools ### The Work AI Can’t Do Alone Boon’s annual report on what people still bring to human coaches in the AI era. Anonymized aggregate data from 72,000+ coaching sessions. ### Boon Blog Articles on leadership, management, and organizational development. ### Case Studies Real results from organizations using the Boon system. ### The Human Layer Conversations with operators about leadership in practice. ### Boon Live Interactive sessions and live learning experiences. ### Resources Practical frameworks and tools for leadership development. ### Practice Space Rehearse high-stakes stakeholder conversations with AI-powered role-play. NEWSLETTER ## Stay in the loop Get leadership insights, coaching research, and Boon updates delivered to your inbox. -------------------------------------------------------------------------------- title: "Resources | Boon" description: "Practical frameworks, guides, and tools for leadership development from Boon." source: "https://www.boon-health.com/learn/resources" -------------------------------------------------------------------------------- # Guides & Toolkits. Practical frameworks and tools for leadership development. ## What Is Leadership Development? The Complete Guide. Everything you need to know about building a leadership development program that works. 20 min read. ## Explore our content. ### Case Studies Real results from organizations using Boon to develop leaders at every level. ### Blog Insights on coaching, leadership development, and building high-performing teams. ### Podcast Conversations with leaders and coaches on what actually drives growth. ### Events Live workshops, webinars, and community events for people leaders. ### Practice Space Practice tough leadership conversations with AI. Free scenario-based roleplay with scored feedback. ## Leadership toolkit library. Downloadable frameworks, guides, and tools built from thousands of real coaching sessions. ### AI Practice Space: Leadership Conversation Simulator Pick a leadership scenario, get an AI-powered gameplan, then roleplay the conversation and get scored feedback. Free to use. ### How to Launch a Coaching Program People Actually Book Post-signature ops: who announces, what people are told stays private, and how the first session gets on a calendar. ### Leadership Development for Veterinary Practice Managers Clinician-to-people-leader in veterinary and practice networks: promoted for craft, now managing a team, on a clinic schedule. ### Coaching Confidentiality: What HR Can See What an employer, a platform, or an AI system can see. Program signal, not the conversation. ### How to Design an Emerging Leaders Program A bench of people who are not yet managers. If they already have the team, use the first-time manager guide. ### Workshop vs Cohort vs 1:1: Choose the Container Seven criteria for the room: mix, privacy, specificity, calendar, facilitation, reinforcement, and proof. ### Choose a Leadership Coaching Platform by Architecture Match the job to a shape, then score a shortlist on delivery, matching, rooms, ownership, data, and pricing. ### How a 500-Person Company Should Structure Leadership Development One operator, rooms sized to manager count and promotion volume, a bench you can name. ### HRBP vs Center of Excellence: Who Owns Leadership Development A RACI for the standard, the launch, and the week. HRBPs own people. A CoE owns the loop. ### How to Get Executives to Approve a Leadership Development Budget Sell this cycle: a named risk, a first cohort, and how you will know behavior changed. ### What to Do When Experienced Managers Are Struggling Tenured failure: name the job that changed and give them a private room. Not a first-time manager course. ### How to Use AI Roleplay Between Human Coaching Sessions A practice loop between human sessions. The coach stays in the middle. ### Nomination vs Open Enrollment: Who Gets Coaching Access policy: who is invited, who is waitlisted, and how you calibrate so coaching is fair and HiPo-safe. ### The 90-Day Coaching Adoption Playbook After people start booking: time-to-session, sponsor check-ins, and course-corrects. Launch week is already over. ### How to Staff an Internal Coaching Program Manager Hours and capacity for the named PM role. Not a headcount myth and not a RACI rewrite. ### Integrating Coaching With the Performance Cycle Time coaching to reviews, calibration, and goals so it stays growth work, not a ratings back-channel. ### Board Talent-Committee Briefing on Coaching Governance pack: risk, bench, confidentiality, and what you will not claim. No fake ROI. ### Make Managers the AI Change Layer First-line and middle own AI adoption on their teams through coaching and practice, not a champions overlay. ### First-Line vs Middle Manager Development Altitude split: span, task, and shift versus through-others and politics. Two jobs, one budget. ### First-Time Director Development: The Jump Through Other Managers For directors who lead leaders. Not the IC-to-manager transition. ### Onboarding Leaders Hired From Outside: The First 120 Days External-hire leaders: decode the politics, earn the team, set a standard. Not employee onboarding at scale. ### Build vs Buy Coaching Capacity Internal academy, external platform, or hybrid. Labor and quality, not a platform-architecture bakeoff. ### Design Coaching for Manager Time Poverty Calendar architecture so the hold survives the week. If it does not fit, it will not happen. ### Pilot Design for a First Coaching Buy Population, success criteria, kill-criteria, and the claims you refuse. Not an RFP checklist. ### How to Design a Leadership Cohort That Completes Ownership, calendar, make-up rules, holds, and escalation. Not a better icebreaker. ### The Player-Coach Problem: Leads Who Still Carry a Book of Work Grow dual-hat leads who still carry quota, caseload, or billable work. Not a full-time manager academy. ### Change-Tied Leader Cohorts: Designing Around a Named Transformation Stand up a manager cohort around a named change so they can tell their teams what it means. ### Coach vs PIP vs Exit: Stop Using Coaching as the Polite Word for a Firing The triage fork before help-in-seat. Coaching is not the polite word for a firing. ### Managers Who Will Not Have the Conversation: When Niceness Is Just Withheld Feedback Diagnose withheld feedback before the team is in open conflict. Niceness is the story, not the culture. ### How to Develop People When There Is No Title to Give Grow people in-role when the org cannot promote and the ladder is the wrong metaphor. ### Coaching as an Expectation: What to Do When Opt-In Collapses When coaching opt-in inside a leadership program falls off a cliff, make it expected or kill it. ### Coaching a Leader Redirected From the Role They Expected Identity, credibility, and the team story after a withdrawn chair. Not a 90-day PIP vibe. ### Post-program Coaching as Aftercare: So the Class Is Not the Intervention A short coaching burst after a leadership program so the class is not the intervention. Aftercare and transfer, not a second catalog. ### Always-on Feedback Without Turning Every Conversation Into a Rating Replace an empty annual review with always-on feedback without turning every conversation into a rating object. ### Specialist to Generalist: When "Not My Job" Is the Culture Move people from siloed specialist identity to consultative work after a model shift. Identity, not a missing title. ### Stretch Assignments With Coaching (No HiPo Flag) Pair a real stretch with a coach so the assignment transfers, without a branded high-potential promise. ### High-Performer Interpersonal Polish (Results Are Fine, People Impact Is Not) Grow the high-performer whose results are fine and whose people impact is not, without a HiPo or problem-child label. ### Pause or Redesign External Leadership Development in Black Season Decide whether to pause or redesign external leadership development when peak client load makes programs feel like the wrong timing, without defaulting to wait until next year. ### When Busyness Counts as Success and a Raise Arrives Without a Promotion Reset a culture where people equate busyness with success and expect raises without clear promotion criteria, especially after an acquisition or the first formal HR hire. ### Fix Manager-Employee Fit by Growing the Manager's Style Range Fix manager-employee misfit by growing the manager's range, adjusting style to each report, instead of reshuffling seats first. ### Unstick the Leadership Initiative That Was Named and Never Launched Unstick a named leadership initiative that was identified, interviewed, and then never progressed, without launching another parallel program. ### Lead People Work When Legal Blocks AI on PII Lead People and HR work when legal blocks AI on PII. The barrier is the data wall, not another enablement workshop. ### Trigger Coaching from a Talent Review Without a HiPo Flag Trigger coaching from talent-review ratings as a development investment without creating a branded high-potential track or a succession brochure. ### 180 vs. 360 Assessments: Match the Instrument to the Job Match assessment scope to the job: 180 for new managers with few raters, 360 when work is cross-functional, so the survey is not cargo-cult. ### Onboarding Experienced Managers to Company Norms Onboard people who already manage into this company's unwritten operating system. Do not send them through Management 101. ### Seat Fit Before Executive Coaching Investment Decide whether current leaders are in the right seats and write the job before you buy full executive coaching alignment. ### Accountability When Decision Rights Are Undefined Install single-point decision rights when roles were never written and every call still consults a crowd. ### Leading When Quota Tracks a Moving Product Help managers lead when the product under the number keeps changing. A spreadsheet will not hold the team that Tuesday. ### LMS Completions Are Not a Leadership Skill Replace unused modules and content libraries with practice so a completion rate stops standing in for manager quality. ### Leadership Development Under a Headcount Freeze Grow directors and managers when the mandate is more outcome from the same chairs. Do not sell coaching as the hire you did not get. ### Soft Skills Undervalued in a Sales-First Culture Scale manager coaching when the company still calls the work soft, even though every cohort you open fills. ### Distributed Team Communication Norms Write specific, accountable rules for channels, response time, and coverage. Especially when conflict and feedback never make the list. ### Cross-Org Connection Is the Group Coaching Transfer Design group coaching so what lasts is relationships and shared language, not skills content that dies when the cohort ends. ### Get Technical Leaders into People-Leadership When the Culture Calls It Touchy-Feely Get technical leaders to engage with people-leadership development when the culture treats that work as touchy-feely and prefers technical or regulatory training. ### Stop Thousand-Flowers AI Experiments When There Is No Shared Language Stop thousand-flowers AI experimentation when there is no shared language or written strategy, so tool training and champions clubs stop masquerading as leadership work. ### Do Not Paper Over Workforce Shortages with Coaching Decide when coaching is the wrong intervention because staffing vacancies and burnout are the real constraint, so development is not sold as a shortage substitute. ### Fix Async Training That Drives Turnover in Operational Roles Fix the mismatch when operational roles keep high turnover because training is slide-deck async, so either the modality changes or the hiring profile must match the constraint. ### Align the Leadership Development Roadmap During a CEO Transition Align the leader-development roadmap when an incoming and outgoing CEO plus CHRO must decide what to fund, so coaching and academy plans are not stranded between tenures. ### Stop Hollow Performance Reviews When AI Writes the Scorecard Stop hollow performance reviews when most scorecards are ChatGPT-generated, so feedback stays authentic and continuous, not AI theater employees can smell. ### Rationalize a Reactive L&D Catalog into a Career-Stage Progression Replace years of reactive, overlapping leadership programs with a cohesive career-stage progression, without launching another parallel curriculum or academy theater. ### Do Not Launch Coaching Next to Performance Reviews Time the coaching launch away from year-end reviews and bonus cycles, so employees do not read development as punitive or PIP-adjacent. ### Fix the Cascade When CEO Vision Dies at the Pod GM Fix the cascade failure when a fast-evolving CEO vision never reaches ICs through pod GMs, so GMs operate as CEO of the pod instead of a translation dead-end. ### Stop Remote Teams from Banking Feedback Until the Review Fix the virtual-org pattern where people hesitate to ping, over-formalize casual check-ins, and save feedback for the review, so in-the-moment feedback dies and hypersensitivity rises. ### Billable Hours Kill Leadership Development Participation Stop managers skipping development sessions for billable client work, so leadership development is not an unpaid hobby that dies after the first sessions while utilization targets stay untouched. ### Managers Cannot Run the Career Conversation When the Ladder Already Exists Equip managers to run concrete career-development conversations when the title ladder already exists, so employees stop hearing there is no roadmap despite a published progression. ### Do Not Launch People Programs While Head of People Is Empty Hold, or narrowly pilot, major coaching and leadership-development launches until a people-ops owner is in seat, so the initiative is not orphaned mid-flight without an internal operator. ### What to Do with a Coaching Program Inherited After an Acquisition Decide whether to continue, expand, or rationalize a coaching program the company inherited through acquisition, so the parent does not orphan or blindly clone the acquired stack. ### Protect Survey Participation When Leadership Gets Defensive Protect the feedback loop when leaders react defensively to survey comments, so participation does not collapse into why-bother and future listening tours go quiet. ### Lead a Combined Org When the Two Sides Run on Opposite Tempos Help people leaders lead a combined org when one side runs on urgency and speed and the other on structure and rules, so cultural friction and redundancy anxiety do not become the unmanaged operating system. ### Reset Coaching When It Drifted into Therapy or a Job Search Reset purpose and guardrails when prior executive coaching went rogue as therapy or job-search, so the next buy is development tied to company goals, not an ungoverned personal benefit. ### Do Not Develop While the Reorg Is Still Redrawing Seats Hold a major leadership-development rollout until structure and headcount settle, so you are not coaching people into roles that will not exist next quarter. ### Stop Treating the AI Gap as a Training Deficit Stop treating weak AI adoption as a training deficit when the real gap is process redesign and creative use, so the org does not buy another tool workshop for a diagnosis it has wrong. ### Cover Temporary Leadership When a Parental-Leave Wave Hits Support managers who suddenly absorb peers' workload and step into temporary leadership while multiple senior leaders are on leave, without pretending it is a planned HiPo stretch assignment. ### Grow Long-Tenured Leaders When an External CEO Arrives Grow long-tenured leaders who grew up inside the company and lack external perspective once a new outside CEO replaces the founder, without treating them as outside-hire onboarders or a generic experienced-manager curriculum. ### Publish What a Strong Manager Means Here Publish and operationalize a shared standard for what a strong manager means here, so managers stop inventing their own accountability definitions while L&D is stuck fixing motivation labeled as capacity. ### Is Coaching a Benefit or a Talent System? A benefit is volunteered and private. A talent system is nominated and judged on behavior change. Mixing them is the trust fight. ### Control-Group Ethics in Coaching Measurement What you can withhold, delay, or randomize. Waitlists can be ethical. Denying a struggling manager to prove ROI is not. ### What Is Management Coaching? A Guide for HR Leaders Management coaching helps managers lead more effectively. How HR leaders can evaluate, deploy, and measure it at scale. ### What Is Executive Coaching? A Practical Guide What executive coaching is, how it works, what it costs, and how to make the business case internally. ### Benefits of Leadership Coaching The business case for leadership coaching: better manager performance, stronger retention, faster succession readiness, and measurable org-wide outcomes. ### Coaching for New Managers: Why Training Alone Isn’t Enough 60% of new managers fail within their first 24 months. Learn how coaching closes the gap between promotion and performance. ### Best Coaching Platforms for Managers (2026) Compare Boon, BetterUp, Torch, CoachHub, Ezra, Growthspace, and Sounding Board on fit, pricing, and how each connects to the rest of leadership development. ### Best Manager Development Programs (2026) Coaching vs training for managers, with a decision matrix and a comparison of Boon, BetterUp, CoachHub, Torch, CCL, FranklinCovey, DDI, Dale Carnegie, and Harvard Business Impact. ### Best Executive Coaching Services and Firms (2026) Coaching providers, search firms, peer advisory groups, and stakeholder-centered coaches compared: Boon, CCL, Korn Ferry, Heidrick & Struggles, Egon Zehnder, BetterUp, CoachHub, FranklinCovey, Vistage, and Marshall Goldsmith. ### Best Team Coaching and Facilitation Providers (2026) Team coaching vs facilitation vs team training, with Boon, CCL, Leadership Strategies, Performance Consultants, AIIR, Stewart Leadership, Korn Ferry, The Five Behaviors, BetterUp, and FranklinCovey compared. ### Best Coaching ROI Measurement Tools (2026) Employer coaching platforms and coach-practice software for tracking coaching outcomes, with Boon, BetterUp, CoachHub, EZRA, Torch, CoachAccountable, Coachmetrix, Simply.Coach, and Coaching.com compared. ### Best Leadership Development Software (2026) Learning platforms, performance suites, and coaching platforms compared: Boon, BetterUp, CoachHub, Torch, Growthspace, Hone, Lattice, Cornerstone, Docebo, 360Learning, LinkedIn Learning, and Coursera for Business. ### Leadership Development Platforms for HR Teams (2026) What a leadership development platform is for a lean People or L&D team, who it is for, and how Boon, BetterUp, CoachHub, and Torch actually compare. ### How to Support First-Time Managers What first-time managers actually need in the first 90 days, the most common ways companies miss it, and a support model that holds up after the welcome email goes out. ### How to Scale Coaching Beyond Executives Why executive-only coaching creates a support gap, the four-layer operating model that holds up at scale, and the patterns that fail. Coaching at every level of the org. ### AI Readiness Scorecard Free 5-minute diagnostic to assess whether your people, managers, and culture are ready for AI transformation. ### AI Coaching: What It Is, What It Isn't, and Where It Fits Where AI coaching works, where it falls short, and how to combine it with human coaching for maximum impact. ### Best AI Coaching Platforms for Leadership Development (2026) A practical comparison of the 12 AI coaching platforms enterprise buyers are evaluating in 2026. AI-only, hybrid, and human-augmented options compared. ### Best Platforms to Help Employees Adopt AI Tools A platform that creates AI adoption sits after training, in the week, with managers, and measures whether the work changed. LMS, AI training, change-management, and coaching compared by job. ### AI for HR: A Practical Guide for People Leaders Where AI is changing HR, where it hasn't caught up, and how to evaluate AI tools for your people stack. ### AI and Leadership: Building AI-Ready Leaders The skills leaders need in the age of AI, why most transformations fail at the people layer, and how coaching builds AI-ready leaders. ### Coaching vs. Mentoring: What’s the Difference? When to use coaching, when to use mentoring, and how to combine them for maximum development impact. ### Types of Coaching: A Complete Breakdown The types of coaching organizations use, what each is for, and how to choose the right mix for your team. ### Coaching vs. Therapy: Scope, Ethics, and Use Cases How coaching differs from therapy, where the boundary sits, and when each is the right tool. ### Coaching vs. Consulting: When to Use Each How coaching differs from consulting, and how to decide which your organization actually needs. ### Coaching vs. Training: What Each Is Built For How coaching differs from training programs and workshops, and how to combine them for behavior change. ### Measuring Coaching ROI A practical framework for measuring what coaching actually delivers, from leading indicators to business outcomes. ### Coaching Program Metrics: What to Measure The metrics that show whether a coaching program produces real behavior change, and the vanity metrics to skip. ### Best Enterprise Coaching Platforms (2026) A practical comparison of the enterprise coaching platforms buyers are evaluating, across coach networks, measurement, and pricing. ### Coaching Platform Cost Per Employee: 2026 Pricing Guide What coaching platforms cost per employee, the per-seat and usage-based pricing models compared, and worked budgets for 200, 500, and 1,000 employees. ### Leadership Development Training: What Works at Scale Training methods and formats that build leadership capability at scale, and where coaching fits alongside them. ### Manager Leadership Training: What Works What works in manager leadership training, what doesn’t, and why the best programs pair training with coaching. ### How to Build a Leadership Development Program A step-by-step framework: needs assessment, audience design, modality mix, competency framework, architecture, launch, measurement. Plus what most programs miss and where design ends and delivery begins. ### Leadership Development for Remote & Hybrid Teams What changes when your team is distributed, and how to develop leaders who manage people they don’t see every day. ### The First-Time Manager Problem Nobody Talks About Why the transition from IC to manager fails so often, and what organizations can do differently. ### How to Make a Business Case for Scaling Coaching A step-by-step framework to help HR leaders build a business case for coaching, gain leadership approval, and connect coaching to measurable business results. ### Leadership Skill Gap Identifies the 5 biggest leadership skill gaps and their organizational impact, with practical development recommendations. ### The Whole-Manager Playbook How Boon develops critical leadership skills managers need, building confidence, resilience, and high-performing teams beyond technical competencies. ### Boon Coaching vs Therapy A clear comparison of Boon's forward-focused coaching methodology and therapy approaches, helping you understand which is right for your team. ### Empower Your Workforce How personalized coaching improves retention, enhances well-being, and drives productivity across your organization. ### Boon Boosts Resilience How Boon coaches help organizations strengthen resilience, overcome challenges, and achieve lasting personal growth. -------------------------------------------------------------------------------- title: "Coaching vs Mentoring: Key Differences for HR Leaders (2026) | Boon" description: "Coaching builds capability and mentoring shares experience. A plain-English guide for HR and L&D on when to use each and how to combine them." source: "https://www.boon-health.com/learn/resources/coaching-vs-mentoring" -------------------------------------------------------------------------------- # Coaching vs. mentoring: they're not the same thing. Coaching is a structured, goal-oriented process led by a trained professional who helps individuals build specific skills and improve performance. Mentoring is a relationship-based exchange where a more experienced person shares knowledge, perspective, and advice over time. The key difference: coaching builds capability through questions and accountability. Mentoring shares wisdom drawn from lived experience. Most strong leadership development programs use both, in different moments, for different reasons. ## The quick distinction. Coaching is a structured, confidential relationship with a trained professional who helps you build specific capabilities. A coach asks better questions than they give answers. They hold you accountable, challenge your assumptions, and help you work through the real situations you're facing right now. Mentoring is a relationship with someone more experienced who shares wisdom, advice, and perspective from their own career. A mentor has been where you're trying to go. They tell you what they wish they'd known, open doors, and help you navigate the unwritten rules of an organization or industry. Both are valuable. Neither is a substitute for the other. The confusion happens when organizations treat them as interchangeable, because they're not. And the consequences of getting the match wrong are real: a leader who needs coaching gets mentoring and stays stuck on the same behavioral patterns. A leader who needs mentoring gets coaching and misses the organizational context that would accelerate their growth. ## What is coaching? Professional coaching is a goal-oriented, time-bounded relationship between a leader and a trained coach. The coach doesn't need to have done your specific job. They need to understand how people change, how leaders develop, and how to create the conditions for someone to think more clearly about the challenges in front of them. A good coaching conversation doesn't feel like getting advice. It feels like having the sharpest, most focused thinking session of your week. The coach listens deeply, asks questions that reframe the problem, challenges the stories you're telling yourself, and helps you build a plan you'll actually follow through on. ### What makes coaching different It's structured. Coaching typically involves regular sessions (biweekly or monthly), specific development goals, and accountability between sessions. There's a rhythm and a framework, not just "let's grab coffee when we can." It's confidential. What happens in coaching stays in coaching. This confidentiality is what allows leaders to be honest about their struggles, doubts, and blind spots. Without it, coaching becomes performance theater. It's focused on behavior change. The ultimate measure of coaching isn't insight. It's whether the leader actually does something differently on Monday morning. Good coaches push past "I understand the concept" to "here's exactly how you'll apply it in your next 1:1 with Sarah." This focus on behavior is also what separates coaching from therapy, consulting, and training. The coach doesn't need your job title on their resume. A great executive coach doesn't need to have been a CEO. They need to understand leadership dynamics, organizational psychology, and how to help someone think through complexity. The expertise is in the coaching, not in the domain. A coach doesn't give you their playbook. They help you build yours. ## What is mentoring? Mentoring is a relationship-driven exchange where a more experienced person shares knowledge, perspective, and advice with someone earlier in their journey. Unlike coaching, the value of a mentor comes specifically from their experience. They've navigated the path you're on. They know the terrain. A great mentor tells you things nobody else will. "That VP is going to block your proposal unless you get buy-in from finance first." "The way you're positioning yourself for that promotion won't work in this culture. Here's what will." "I made that exact mistake ten years ago. Here's what I learned." ### What makes mentoring different It's relationship-based, not role-based. Mentoring relationships often form organically. Someone admires another person's career, asks for guidance, and a relationship develops. The best mentoring happens when there's genuine rapport and trust. It's advice-forward. Where a coach asks questions to help you find your own answer, a mentor is more likely to share theirs. "Here's what I'd do." "Here's how I handled that." "Here's what I wish someone had told me." The value is in the directness of the transfer. It's usually less structured. Most mentoring relationships don't have formal session cadences, goals, or accountability mechanisms. They're more fluid, more conversational, and more dependent on the chemistry between the two people. The mentor's experience is the product. A mentor who hasn't navigated similar challenges can't offer what a mentee needs. This is the opposite of coaching, where the process itself is the value regardless of the coach's industry background. ## Side by side. This isn't about one being "better" than the other. It's about understanding the differences so you use the right approach for the right situation. Coaching Mentoring Primary approach Asks questions, facilitates thinking Shares experience, gives advice Structure Regular sessions, defined goals, accountability Flexible, often informal Confidentiality Strict, contractual Informal, varies Duration Time-bounded (3-12 months typical) Open-ended, sometimes years Expertise source Coaching methodology and process Personal career experience Best for Behavior change, skill building, specific challenges Career navigation, organizational context, wisdom transfer Relationship Professional, boundaried Personal, relational Who provides it Trained, certified professionals Senior leaders, peers, alumni Scalability Highly scalable with matching systems Hard to scale, depends on volunteer mentors Measurement Goal attainment, behavior change, competency growth Harder to measure, often qualitative ## When coaching is the right call. Coaching works best when a leader needs to change how they operate, not just what they know. It's the right investment when: #### A new manager is struggling with the transition They were promoted for technical excellence but now need to give feedback, delegate, and manage performance. These are skills that require practice and reflection, not just information. A coach helps them build the habits over months. #### A leader has a specific behavior to change They avoid conflict. They micromanage. They dominate meetings. They don't listen. These patterns are deeply ingrained and don't change from reading a book. Coaching provides the mirror, the challenge, and the accountability to actually shift. #### Someone is navigating a high-stakes situation A reorganization. A difficult team member. A board presentation. A career-defining project. Coaching provides a confidential thinking partner for working through the specifics in real time. #### The organization wants measurable development outcomes If you need to track competency growth, demonstrate behavior change, or show ROI on development spend, coaching's structured nature makes it far more measurable than mentoring. #### You need to scale development across many leaders Coaching can be delivered by a curated network of professionals, matched to individuals, with consistent quality. Mentoring depends on the availability and quality of internal volunteers, which varies wildly. Many organizations use coaching specifically for new and developing managers. Learn about Boon's coaching programs for managers. ## When mentoring is the right call. Mentoring works best when a leader needs context, connections, or career wisdom that only comes from someone who's been in their shoes. It's the right approach when: #### Someone is navigating organizational politics No coach from outside can tell you how decisions really get made at your company, who the key influencers are, or which unwritten rules will trip you up. A senior internal mentor can. #### A leader needs career path guidance "Should I move to product or stay in engineering?" "What does the path to VP actually look like here?" These are questions that benefit from someone who's walked a similar path and can share what they learned. #### New hires need to absorb culture quickly Pairing new leaders with tenured ones accelerates their understanding of how things work, who to talk to, and what the organization values beyond what's written in the handbook. #### You want to build cross-functional relationships Mentoring pairs that cross department boundaries create connections that wouldn't form otherwise. A marketing leader mentored by a finance VP gains perspective that makes them better at their own job. #### Knowledge transfer is the primary goal When a senior leader is retiring or transitioning and their institutional knowledge needs to be preserved, mentoring is the natural mechanism. The value is in what the mentor knows, not in a process. ## Why the best programs use both. This isn't an either/or decision. The most effective leadership development programs layer coaching and mentoring together, because they address different dimensions of growth. Think of it this way: coaching builds the skills. Mentoring provides the context. A new director might work with a coach on how to lead their first skip-level team, practice difficult conversations, and build their delegation muscle. At the same time, a mentor who's been a director at the company for five years helps them understand the political landscape, introduces them to the right people, and shares the mistakes they made along the way. The coaching changes how they lead. The mentoring accelerates how quickly they navigate the organization. Together, the effect compounds. The integration principle: When coaching and mentoring are connected (the coach knows the mentee is working on organizational influence, the mentor knows the coaching is focused on delegation), both relationships become more effective. When they're siloed, you get redundancy and gaps. The best programs design for connection, not independence. Process-driven Compounding growth Experience-driven Behavior change Skill building Accountability Measurable outcomes Skills + context Challenge + wisdom Structured + relational Faster, deeper growth Career navigation Organizational wisdom Network building Knowledge transfer ## Common mistakes organizations make. ### Calling it "coaching" when it's really mentoring Some organizations assign senior leaders as "coaches" to more junior ones. The intention is good. But what they're actually creating is a mentoring program. The senior leader shares advice from their experience. They don't use coaching methodology, they haven't been trained as coaches, and there's no structure for behavior change. Calling it coaching sets the wrong expectations for everyone involved. ### Expecting mentoring to fix performance issues If a leader is struggling with a specific skill gap, say, they can't give direct feedback, or they micromanage every task, a mentor who says "I used to do that too, here's what I learned" isn't enough. Changing ingrained patterns requires the structured practice, accountability, and real-time support that coaching provides. ### Launching a mentoring program and forgetting about it Mentoring programs have a pattern: enthusiastic launch, strong first month, quiet decline, eventual abandonment. Without light-touch structure (check-ins on whether pairs are meeting, conversation guides to keep things productive, a clear end date or renewal point) most mentoring relationships fade once the initial energy wears off. ### Assuming mentors are interchangeable Random matching rarely works. A mentoring relationship needs genuine rapport, relevant experience overlap, and chemistry. Organizations that pair people based on availability rather than fit end up with polite but unproductive conversations that neither person prioritizes. ### Using coaching as a remediation tool "We're putting you in coaching" should never feel like a punishment. When coaching is only offered to struggling leaders, it carries a stigma that undermines the trust the relationship needs to work. The best organizations position coaching as something high-performers get, not something underperformers are assigned to. ## Coaching programs from Boon. Boon brings 1:1 coaching, manager development, executive support, and team workshops into one platform. Coaches matched to your people. Progress you can actually see. ## How Boon approaches coaching. Boon is a coaching company, not a mentoring platform. We believe deeply in the value of mentoring, and we encourage organizations to build internal mentoring programs alongside Boon. But what we do is coaching: structured, confidential, professionally delivered, and designed for measurable growth. A few things make Boon's coaching different from what most people expect: Coaches who've done the job. Our coaches aren't just certified. They're former executives, functional leaders, and operators who understand the decisions your people are facing. They bring coaching methodology and real-world context. How matching works. We don't hand employees a list of 500 coaches and say "pick one." Matching factors in role, industry, seniority, coaching focus, and context. The right coach for a first-time engineering manager is different from the right coach for a VP of Sales, and our matching reflects that. Coaching at every level. Most companies reserve coaching for executives. Boon's Scale program makes 1:1 coaching accessible to everyone in the organization. First-time managers through Grow. Senior leaders through Exec. And teams through Together. Visibility without surveillance. We track participation, competency growth, and development themes at the aggregate level, so organizations can see what's changing without compromising the confidentiality that makes coaching work. Managers see trajectory. Never session content. Looking for a coaching platform that offers both coaching and mentoring capabilities? See how Boon compares to BetterUp and CoachHub. ## Which is right for your team? The deciding factor is the nature of the gap. If the gap is behavioral, a leader knows what to do but is not doing it consistently, coaching is the right tool. A coach helps them practice in real situations, work through internal blockers, and build the habit over months. If the gap is context, the leader needs career guidance, organizational perspective, or access to networks they do not have, mentoring is the answer. Most growing organizations need both, delivered deliberately rather than ad hoc. The sequence that works: use coaching to build specific leadership skills, and layer in mentoring to give people perspective and access beyond their immediate team. A new manager might get coaching on delegation and feedback while a senior leader mentors them on navigating organizational politics and building their career path. If you are also weighing training against coaching, see our guide on coaching vs. training. For a complete view of all the coaching modalities and how to choose between them, see our guide on types of coaching in the workplace. ## Frequently asked questions ### What is the difference between coaching and mentoring? Coaching is a structured, goal-oriented process focused on building specific skills and behaviors, usually delivered by a trained external professional. Mentoring is a longer-term, relationship-based exchange where a more experienced person shares knowledge and context. Coaching builds capability. Mentoring transfers wisdom. Both can run in parallel and reinforce each other. ### When should HR leaders choose coaching over mentoring? Choose coaching when the goal is behavior change, skill development, or performance against a defined outcome. Choose mentoring when the goal is context, navigation of an organization, or career direction. If you need to measure ROI or show competency growth, coaching is the more measurable of the two. ### Can the same person be both a coach and a mentor? Sometimes, but rarely well. The coaching role is built around questions and helping someone find their own answers. The mentoring role is built around sharing experience and giving advice. Blending the two often produces a relationship that does neither cleanly. Most organizations get better results by keeping the roles separate. ### Are coaching and mentoring measurable in the same way? No. Coaching is structured, time-bound, and tied to specific goals, which makes it easier to measure with pre and post assessments, stakeholder feedback, and competency tracking. Mentoring is relationship-driven and informal, so its value usually shows up in retention, advancement, and engagement rather than in a clean before-and-after. ### What are the common challenges of coaching and mentoring programs? The most common failures are random matching, no clear goals, no cadence, and no way to measure impact. Mentoring programs often die because pairs only meet once or twice. Coaching programs often plateau because organizations only offer it to executives. The fix is structure for mentoring and broader access for coaching. ### Should we run coaching and mentoring at the same time? Yes, when they are connected. The strongest leadership development programs pair a coach (who works on capability) with a mentor (who works on context). When the coach knows the mentor exists and vice versa, the two reinforce each other instead of overlapping. ## Talk to Boon. 110+ enterprise customers. 300+ ICF-accredited coaches. One system from IC to C-suite. ## More coaching comparisons ## Related -------------------------------------------------------------------------------- title: "How to Build a Leadership Development Program (2026 Guide) | Boon" description: "A leadership development program builds leadership skills across an organization through assessment, coaching, and measurement. How to build one." source: "https://www.boon-health.com/learn/resources/building-a-leadership-development-program" -------------------------------------------------------------------------------- # How to build a leadership development program that works. A leadership development program is a structured initiative that builds leadership skills across an organization. The most effective programs combine assessment, coaching, experiential learning, and measurement into a continuous system rather than a one-time event. Not another off-the-shelf curriculum. Not another keynote series disguised as development. Here's how to build a program that changes how your leaders actually operate, from needs assessment through measurement. A leadership development program is a structured initiative that builds leadership skills across an organization. The most effective programs combine assessment, coaching, experiential learning, and measurement into a continuous system rather than a one-time event. To build one that actually changes behavior, you need eight things in sequence: a real needs assessment, defined audiences, a modality mix that fits the goals, a competency framework, an integrated architecture, a clear buy-vs-build decision, a clean launch, and measurement built in from day one. This guide walks through each of those eight steps, the audiences a program should serve (new managers, rising leaders, senior leaders, and teams), what most leadership programs miss, how to measure the work, and where the design ends and delivery begins. It is written for the L&D leader, CHRO, or program owner who has already heard the slogans and wants the practical version. ## Before you build anything: how to scope a leadership development program Most leadership development programs fail before they launch. Not because of bad content or weak facilitation, but because they were built to solve the wrong problem. Someone in the C-suite says “we need leadership development,” HR puts together a program, and six months later nobody can explain what changed. The programs that actually work start with a different question. Not “what leadership content should we deliver?” but “what is happening in our organization right now that better leadership would fix?” That shift from content-first to problem-first is the single biggest predictor of whether a program will produce results or just produce attendance. A second principle: leadership development is not an event. It's a system. A two-day offsite can generate energy and alignment, but it can't change behavior. Behavior changes through sustained practice, feedback, and accountability over months. If your “program” is a collection of events with no connective tissue between them, you've built a calendar, not a development system. A program is not a calendar of events. It's a system that produces behavior change over time. ## Start with what's broken: running a leadership development needs analysis A real needs assessment isn't a survey with five Likert-scale questions. It's a diagnostic process that identifies specific capability gaps that are causing specific business problems. The output should be precise enough that you can point to it and say: “This is what we're fixing, and here's how we'll know it's fixed.” ### Talk to the right people Don't just ask executives what they think leaders need. They'll give you generic answers like “better communication” and “strategic thinking.” Instead, triangulate across three sources: senior leaders (what do they see from above?), the leaders themselves (where are they struggling?), and their teams (what's the experience of being led by these people?). The gaps between these three perspectives are where the real development needs live. ### Look at the data you already have Before you collect new data, mine what exists. Engagement survey results (which questions score lowest? Do scores vary by manager?). Exit interview themes (why are people leaving, and is leadership cited?). Performance review patterns (where do managers consistently struggle?). Promotion failure rates (are newly-promoted leaders succeeding or floundering?). This data already tells a story. Most organizations have never read it side by side. ### Translate needs into development goals “Our managers need to be better at communication” is not a development goal. “Our managers need to deliver clear, direct feedback in a way that motivates rather than demoralizes” is. The more specific your goals, the more clearly you can design programming and the more precisely you can measure outcomes. The specificity test: If you can't describe what “success” looks like in behavioral terms, your goal isn't specific enough. “Better strategic thinking” fails this test. “Leaders who can articulate their team's priorities in the context of company strategy, make trade-off decisions without escalating everything, and allocate resources based on impact rather than urgency” passes it. ## Who the program is for: defining your leadership development audience One program for all leaders is almost always a mistake. A first-time manager and a VP face fundamentally different challenges. Putting them in the same room with the same content means neither gets what they need. The first-time manager drowns in strategic frameworks they can't yet apply. The VP is bored by basics they mastered years ago. Segment your leadership population by the challenges they face, not just by title or tenure. Here's a framework that works for most organizations: #### New to leadership First-time managers, newly promoted team leads, ICs taking on people responsibilities for the first time. Key needs: Feedback delivery, delegation, running effective 1:1s, managing former peers, shifting from "doing" to "enabling." The fundamentals. #### Experienced managers Managers with 2-5 years of experience leading teams. They have the basics but hit a plateau. Key needs: Coaching their own direct reports, managing performance at both ends (underperformers and top talent), cross-functional influence, building team culture deliberately. #### Senior leaders Directors, VPs, and functional heads leading other managers. Strategy and organizational complexity define their role. Key needs: Organizational design, executive communication, leading through ambiguity, board and C-suite presence, managing up and across, building leadership bench strength. #### Executives C-suite and senior-most leaders accountable for enterprise outcomes. Key needs: Enterprise strategy, stakeholder management, public presence, culture stewardship, succession planning. Often lonely at the top and need confidential thinking partners. You don't need to launch programs for every audience simultaneously. Start with the segment where the need is most acute and the business impact is most visible. For most organizations, that's new managers or the senior leader tier. ## Choose your modalities: which leadership development methods to use Different development goals require different delivery methods. The mistake is picking a modality first (usually “let's do a workshop”) and then fitting your goals into it. Instead, match the modality to what you're trying to develop. Modality Best for Limitations 1:1 coaching Individual behavior change, personalized skill building, working through real situations in real time Cost per person is higher. Requires quality coaches and good matching. Group coaching / cohorts Shared learning, peer accountability, building a common leadership language across a cohort Individual attention is limited. Pacing must accommodate different skill levels. Workshops Introducing frameworks, building shared vocabulary, practicing skills in a safe environment Retention drops sharply without follow-up. Behavior change requires more than a single session. Mentoring Career navigation, organizational knowledge transfer, cross-functional relationship building Hard to scale. Quality depends entirely on mentor availability and skill. Self-directed learning Knowledge acquisition, foundational concepts, individual exploration of topics Low completion rates. Zero accountability. Doesn't change behavior on its own. On-the-job assignments Applying skills in real contexts, stretch experiences, learning by doing Requires intentional design and support. Without coaching alongside, people learn bad habits as often as good ones. The strongest programs layer modalities together. A cohort workshop introduces the framework. 1:1 coaching helps each leader apply it to their specific context. Peer accountability groups maintain momentum between coaching sessions. On-the-job assignments create practice opportunities. Each modality reinforces the others. When the assignment itself is the development path, pair stretch assignments with coaching when there is no HiPo flag rather than waiting for a formal nomination. A strong program rarely uses one modality. Coaching, mentoring, and training each do something different, and stacking them in the right order is what makes a program stick. For the practical line between the first two, see coaching vs mentoring, and for how formal leadership development training fits alongside coaching. The integration principle: A program with three connected modalities outperforms a program with five disconnected ones. It's not about how many things you offer. It's about how well they reinforce each other. If your coaching doesn't reference your workshop content, and your workshops don't build on coaching themes, you have parallel programs, not an integrated system. ## Build a competency framework: mapping the leadership skills that matter A competency framework is the backbone of your program. It defines what “good leadership” looks like in your organization, broken into specific, observable capabilities. Without it, development is directionless. Coaches don't know what to develop. Participants don't know what success looks like. L&D can't measure whether the program is working. ### Keep it lean The biggest mistake in competency framework design is making it too comprehensive. A 30-competency model is academically thorough and practically useless. Nobody can develop 30 things at once. Aim for 6-10 core competencies that differentiate great leaders from average ones in your specific context. If every company's framework looks the same, it's too generic to be useful. ### Make it behavioral “Strategic thinking” is a competency. “Identifies trade-offs between competing priorities and makes resource allocation decisions based on strategic impact rather than urgency” is a behavior. Competencies should be described in terms of what someone actually does, not what they abstractly possess. Behavioral descriptions make coaching more targeted, feedback more specific, and measurement more rigorous. ### Differentiate by level “Communication” means different things for a new manager and a VP. For the new manager, it means delivering clear feedback in a 1:1 setting. For the VP, it means aligning a 200-person organization around a strategic narrative. Your competency framework should describe what each competency looks like at each leadership level. This is what makes the framework genuinely useful for development conversations rather than a poster on the wall nobody reads. #### Example: “Feedback Delivery” across levels Delivers timely, specific feedback to direct reports in 1:1 settings. Balances positive recognition with constructive input. Follows up on development conversations. Creates a team culture where feedback flows in all directions. Coaches direct reports to give better feedback to each other. Addresses performance issues directly rather than avoiding them. Models feedback transparency at the organizational level. Builds systems that institutionalize feedback (skip-levels, 360s, retrospectives). Ensures managers across the organization are equipped and held accountable for feedback quality. ## Design the architecture: how to structure a leadership development program This is where you connect everything: audiences, modalities, competencies, and timelines into a coherent program structure. The architecture determines what each audience experiences, in what sequence, and how the pieces connect. ### Think in journeys A new manager shouldn't experience “a workshop in March and coaching starting whenever.” They should experience: an onboarding assessment that identifies their top development priorities, matched with a coach within the first month of their transition, enrolled in a cohort program with other new managers for peer learning, with monthly touchpoints that connect coaching themes to cohort content. Each piece builds on the last. ### Build in progression The program should evolve as the leader grows. Month one might focus on the basics of delegation and feedback. Month three shifts to team dynamics and performance management. Month six introduces cross-functional influence and upward management. This progression keeps the program relevant as leaders develop and prevents the “I already know this” disengagement that kills flat programs. ### Create connective tissue Between every touchpoint, something should be happening. Reflection prompts after a workshop. A coaching session that processes what came up in the cohort. A peer conversation that applies a framework from coaching to a real situation. The moments between formal touchpoints are where most of the development actually occurs. Design for them. #### Sample: New Manager Program (6 months) Needs assessment, coach matching, first coaching session, manager orientation workshop Biweekly coaching (feedback & delegation focus), cohort session #1: The Manager Shift Biweekly coaching (performance conversations), cohort session #2: Difficult Conversations Biweekly coaching (team dynamics), cohort session #3: Building Your Team Culture Biweekly coaching (upward management), cohort session #4: Managing Up and Across Final coaching session, competency reassessment, cohort capstone: Your Leadership Identity ## Buy, build, or blend? Choosing the right leadership development program At this point you have a clear picture of what you need. Now: do you build it internally, buy it from a vendor, or combine both? There's no universally right answer. It depends on your internal capability, budget, timeline, and how specialized your needs are. #### Build internally Best when you have strong internal L&D capability, highly specific cultural context that external vendors can't replicate, and senior leaders willing to facilitate. Risk: slower to launch, dependent on internal bandwidth, hard to scale coaching. #### Buy from a vendor Best when you need to move fast, don't have internal coaching capacity, want external expertise and measurement infrastructure, or need to scale across hundreds of leaders. Risk: less customization, potential cultural mismatch, vendor dependency. #### Blend both Best when you want internal ownership of strategy and culture, but need external capacity for coaching delivery, measurement, and scaling. Most organizations land here. Risk: coordination complexity. The internal and external pieces need to actually talk to each other. Most organizations that are serious about leadership development end up blending. They own the strategy, the competency framework, and the cultural context. They bring in external partners for coaching delivery, measurement infrastructure, and the kind of scalable programming that internal teams can't build and maintain alone. If the Head of People seat is empty, do not launch a broad people program into that gap. A vendor can deliver sessions. It cannot replace the internal owner who decides eligibility, sponsorship, and what happens when the program stalls. ## Launch without the chaos. Program launches fail for predictable reasons: unclear communication about what the program is and isn't, participants who don't understand what's expected, managers who aren't bought in, and logistics that create friction. Here's how to avoid each one. If signup is optional and the calendar empties, treat coaching as an expectation when opt-in collapses instead of adding more launch comms. ### Get executive sponsorship that's visible Not a one-time email from the CHRO. Visible, ongoing sponsorship where a senior leader talks about why this matters, shares their own development story, and checks in on progress. When the CEO says “I have a coach and it's made me better,” the stigma around coaching disappears overnight. ### Brief managers before participants The participant's direct manager is either the program's biggest ally or its biggest obstacle. If the manager doesn't understand the program, doesn't support it, or subtly signals that it's a waste of time, participation will be hollow. Brief managers first. Explain what the program is, what their role is (supportive, not intrusive), and how they'll see development show up in their team. ### Start with a pilot Don't launch to 500 people on day one. Run a 30-50 person pilot with a cohort that's engaged and representative. Use the pilot to work out logistics, test your measurement approach, collect early stories of impact, and build internal champions who'll evangelize the program when you scale. ### Remove friction from the participant experience If scheduling a coaching session requires three emails and a calendar circus, people won't do it. If joining a cohort session means navigating a confusing platform, energy drops before the session starts. The operational experience matters as much as the content: one login, one link, no PDFs to hunt for. ## Measurement and ROI: how to measure a leadership development program We wrote an entire guide on measuring coaching ROI, so we won't repeat all of it here. But here's the summary that applies to your overall program: Build measurement into the program design from day one, not as an afterthought. Track three layers: leading indicators (are people engaged and applying what they're learning?), competency growth (are specific capabilities improving over time?), and business outcomes (is the organization seeing results?). Each layer answers a different question and gives you something credible to report at every stage. The single most important design choice: create a comparison group. Even an imperfect one. “Coached managers' teams retained 15% more top performers than the company average” is the kind of sentence that protects a budget. ## What it costs: how much a leadership development program costs A leadership development program usually costs anywhere from a few hundred to several thousand dollars per person, depending on three things: how much live human coaching is included, how many people you cover, and how long the program runs. Cohort workshops and self-serve content sit at the low end. One-to-one executive coaching sits at the high end. The biggest cost lever is coverage. Extending support past the executive suite to every manager changes the math, which is why the pricing model matters as much as the sticker price. Per-seat licenses charge for everyone whether they engage or not. Usage-based pricing charges for actual sessions, so you pay for participation, not headcount. ## Make the case: building a leadership development business case for the board Getting board or executive sign-off comes down to three numbers: the cost of the problem you are solving, the expected change in a measurable competency, and the time to see it. Tie the program to an outcome the board already tracks, like manager retention, internal promotion rate, or time to productivity for new leaders. Lead with the gap, not the program. Show what weak leadership is costing today, then frame the program as the lower-cost path to closing it. Bring a measurement plan to the first conversation, not the third, so the board sees how you will prove return before they approve spend. ## What most programs miss: why leadership development programs fail Most leadership programs do not fail because of bad content. They fail because of the same handful of structural mistakes, repeated across organizations. These are the traps that kill programs, and the patterns that show up in their place. ### The event trap You schedule a great offsite. People are energized. They go back to their desks and nothing changes. Three months later, the offsite is a memory. Events create energy, not change. If your program is a series of events with nothing in between, you're spending money on enthusiasm that evaporates. ### The content trap You build a beautiful library of leadership content: courses, videos, articles, assessments. Completion rates hover around 15%. The people who need it most never engage. Content is necessary but not sufficient. Without coaching, accountability, and application support, content is just information that sits unused. ### The top-only trap You invest heavily in executive coaching and ignore everyone else. Your VPs are developing beautifully. Meanwhile, the managers who interact with 80% of your workforce every day are struggling without support. The highest-leverage investment in most organizations is at the manager level, not the executive level. ### The vendor fragmentation trap You use one vendor for coaching, another for workshops, a third for assessments, and a fourth for content. None of them talk to each other. Your L&D team spends half their time coordinating vendors instead of designing development. And you can't measure anything holistically because the data lives in five different systems. ### The one-and-done trap Someone completes the six-month program and is "graduated." Development stops. But leadership is not a credential you earn once. The best leaders continue developing throughout their careers. Design for ongoing growth, not a finish line. ## Test before you scale: how to pilot a leadership development program Most successful programs start small. A pilot cohort of 20-40 leaders lets you test the design, measure early results, and build internal champions before committing to a full rollout. Define your pilot scope: which leaders, which competencies, which development modalities. Set clear success criteria before you start: what would “this worked” look like at 90 days? Common pilot metrics include session attendance (target 85%+), participant satisfaction (NPS 50+), and coach-observed competency shifts. The pilot decision is binary: did enough change to justify scaling? If yes, expand with confidence. If not, redesign before you spend more. ## Pressure-test your program design. 30-minute call. Walk through your current setup, where the design is solid, and where delivery is likely to break under real conditions. Honest read, no pitch. ## Design isn't enough: how to scale leadership development delivery The eight steps above are the program design. They are necessary. They are not sufficient. Most programs fail not in the design phase but in the delivery phase, when the cohort that worked beautifully at 30 leaders has to scale to 300 and the original facilitators are no longer in the room. The shift from design to delivery is the moment most programs lose their shape. Coaching that was hand-curated becomes a marketplace. Cohort sessions that were tightly facilitated become webinars. Measurement that was a handful of clean conversations becomes a survey nobody fills out. The design survives on a slide deck; the delivery does not survive contact with the org. The program design gives you the structure. Coaching is what helps people apply it in the moments that matter. That is the bridge. The framework you wrote on the whiteboard does not change anyone's behavior on its own. What changes behavior is a coach who is in the conversation when the new manager has to deliver hard feedback on Thursday afternoon, or when the senior leader has to make a call without enough information. Coaching is the delivery layer that turns program design into actual development. For more on what this looks like at the platform level, see our guides on the best coaching platforms for managers and the best enterprise coaching platforms. The hardest part is reach, so it is worth reading how to scale coaching beyond executives without diluting quality. ## How Boon helps companies deliver leadership development at scale. Boon isn't trying to replace your entire leadership development strategy. We're the coaching and development infrastructure that makes it work. Here's how each product maps to the program architecture we've described in this guide: The coaching layer. Matched coaches for every leader in your program, from new managers to senior leaders. Competency-mapped, confidential, and measurable. This is the sustained practice and accountability that workshops alone can't provide. The cohort layer. Group coaching and facilitated development for manager cohorts. Builds shared leadership language, peer accountability, and collective skill development. The peer learning that makes individual coaching even more effective. The executive layer. Senior-level coaching with coaches who've operated at the executive level. Confidential, high-touch, and designed for the complexity that comes with leading at scale. The team layer. Facilitated team sessions for alignment, communication, and collaborative skill building. The connective tissue between individual development and team performance. What makes this different from assembling four separate vendors: every Boon product shares one platform, one coaching network, one competency framework, and one measurement system. Your L&D team sees the whole picture in one place. Leaders experience a connected development journey, not a disjointed collection of programs. ## Frequently asked questions ### How long does it take to build a leadership development program? A thoughtful needs assessment takes 4-6 weeks. Program design takes another 4-8 weeks depending on complexity. A pilot can launch 2-3 months after design is complete. Full-scale rollout typically happens 6-9 months from the decision to build. Trying to compress this timeline usually means skipping the needs assessment, which is the most important step. ### How much should we budget for leadership development? Industry benchmarks suggest 3-5% of payroll for overall L&D, with leadership development being the largest single category. For coaching specifically, expect $3,000-$8,000 per leader per year depending on seniority and session frequency. The more useful question is: what is the cost of not developing your leaders? Calculate the turnover, disengagement, and productivity costs, and the investment usually looks modest by comparison. ### Should we start with new managers or senior leaders? Start where the pain is sharpest and the business impact is most visible. For most organizations, that's new managers because the transition failure rate is high and the downstream impact on team engagement and retention is enormous. But if your senior leadership team is misaligned or struggling with a major transformation, starting there might be the right call. ### How do we get buy-in from leaders who think they don't need development? Position coaching as a performance accelerator, not a remediation tool. Share examples of high-performing leaders (athletes, executives, public figures) who use coaches to get better, not to fix problems. Peer influence is powerful: when respected leaders in the organization talk about coaching positively, resistance drops. And make participation easy. Friction kills adoption faster than skepticism does. ### Can we build an effective program with a small L&D team? Yes, if you're strategic about what you build internally versus what you buy. A small team should own strategy, needs assessment, and stakeholder management. Bring in external partners for coaching delivery, content development, and measurement infrastructure. The worst thing a small team can do is try to do everything themselves. You'll burn out before you build anything sustainable. ### How do we know when our program needs to evolve? Three signals: engagement is declining (people are going through the motions), the business context has changed (new strategy, reorg, acquisition) and the program hasn't adapted, or measurement shows diminishing returns (early cohorts saw strong results but recent ones are flat). Programs should be reviewed and refreshed at least annually. ## See how Boon scales leadership development. 110+ enterprise customers. Coaching, manager development, executive support, and team programming in one system. Usage-based pricing. One coaching network from IC to C-suite. ## Related Leadership Development Platforms for HR Teams Best Coaching Platforms for Managers Best Enterprise Coaching Platforms (2026) How to Scale Coaching Beyond Executives How to Support First-Time Managers What Is Leadership Development? The Complete Guide Measuring Coaching ROI: A Guide for L&D Leaders Why 60% of New Manager Promotions Fail Coaching vs. Mentoring: What's the Difference? Leadership Development for Remote and Hybrid Teams Coaching vs. Training: Why You Need Both Coaching vs. Consulting: Which Investment Makes Sense New Manager Training: Why Training Alone Isn't Enough -------------------------------------------------------------------------------- title: "How to Measure Coaching ROI: A Practical Framework | Boon" description: "Coaching ROI measures the business impact of investing in one-on-one or group coaching programs." source: "https://www.boon-health.com/learn/resources/measuring-coaching-roi" -------------------------------------------------------------------------------- # Measuring coaching ROI. Without the guesswork. Coaching ROI measures the business impact of investing in one-on-one or group coaching programs. The most credible approach uses three layers of evidence: leading indicators within weeks, competency growth over months, and business outcomes over 6-18 months. ## What is coaching ROI? Coaching ROI measures the business impact of investing in one-on-one or group coaching programs. The most credible approach uses three layers of evidence: leading indicators within weeks, competency growth over months, and business outcomes over 6-18 months. Coaching providers such as Boon report the first two layers as part of the program: session attendance from the first session, and competency growth measured before and after each six-month Grow program. ## Why measurement is so hard (and why most teams fake it). Your CEO asks "is coaching working?" You pull up attendance numbers and satisfaction scores. They're not impressed. The rest of this page is how to build a measurement approach that actually answers the question. Executive coaching ROI measures the business impact of investing in one-on-one coaching for senior leaders. The Manchester Review and ICF/HCI studies report returns of 5-7x the initial investment, driven by improved decision-making, stronger team performance, and higher retention of key leaders. The challenge isn't whether coaching works. It's measuring it in a way that finance teams and boards find credible. Here's the uncomfortable truth about measuring coaching ROI: most organizations don't do it well. Not because they don't care, but because coaching is genuinely harder to measure than most business investments. The outcomes are behavioral (how someone leads differently), the timeline is long (months, not weeks), and the causal chain is indirect (coaching improves a manager, who improves a team, who improves retention, which saves money). Compare that to measuring a marketing campaign. You spend money, you get clicks, you track conversions, you calculate return. Clean. Linear. Leadership development doesn't work that way. The best you can do is build a rigorous case using converging evidence, not a single silver-bullet metric. The result? Most L&D teams either avoid measurement altogether ("coaching is qualitative, you can't put a number on it") or they rely on vanity metrics that don't survive executive scrutiny. Neither approach protects the budget when the CFO starts asking hard questions. Impact becomes guesswork. And guesswork doesn't survive budget season. ## The metrics everyone uses that don't prove anything. These metrics aren't useless. They're necessary for program management. But they don't answer the question your CEO is actually asking, which is: "Is this making our leaders better, and is that worth what we're spending?" ### Participation rates Tells you people showed up. Doesn't tell you anything changed. "95% of enrolled leaders completed at least one session" sounds impressive until you realize attendance and impact are completely different things. People can attend every session and still not change a single behavior. ### Satisfaction scores Measures whether people enjoyed the experience, not whether it worked. A 4.8/5 coach rating means the coachee liked their coach. That's good. But liking your coach and actually growing as a leader are not the same thing. Some of the most effective coaching is uncomfortable. ### Self-reported improvement People are poor judges of their own behavior change. "I feel more confident as a leader" is a real feeling, but it's not evidence. Self-assessments consistently overestimate change. If your entire measurement strategy depends on people saying they improved, you're measuring optimism, not outcomes. ### Number of sessions completed Measures activity. Your organization consumed 500 coaching sessions last quarter. Great. What changed? If you can't connect those sessions to observable behavior shifts or business outcomes, the number means nothing. The core issue: These metrics measure the coaching process, not coaching outcomes. They answer "did coaching happen?" not "did coaching work?" And the second question is the only one that matters to anyone controlling a budget. ## A practical measurement framework. Forget trying to calculate a single ROI number for coaching. That precision is misleading at best and dishonest at worst. Instead, build a measurement approach across three layers, each providing a different type of evidence that coaching is producing value. Boon program reports follow this same three-layer structure. #### Leading Indicators Is the coaching taking hold? Behavior shifts, coach observations, applied learning between sessions. #### Competency Growth Are leaders building specific capabilities? Coach-observed, competency-mapped growth over time. #### Business Outcomes Is it moving the business? Engagement, retention, promotion readiness, 360-degree feedback trends. The power of this framework is that it gives you something credible to report at every stage. You don't have to wait twelve months to answer "is this working?" Leading indicators appear within weeks. Competency data emerges over months. Business outcomes confirm the trajectory over quarters. Each layer builds on the one before it. ## Leading indicators: is the coaching taking hold? These are the earliest signals that coaching is producing change. They won't convince a CFO on their own, but they tell you whether the program is on the right track or needs adjustment. ### Engagement and follow-through Not just "did they attend?" but "are they actively engaged between sessions?" Are leaders bringing specific situations to coaching? Are they completing commitments they made with their coach? Are session notes showing progressively deeper conversations? Active engagement correlates with outcomes in ways that attendance alone does not. Boon tracks attendance and session satisfaction from the first session, so this signal is visible to the program owner within weeks. ### Coach-observed behavior shifts Trained coaches are skilled observers of change. They can report (at the aggregate level, never identifying individuals) patterns like: "70% of coachees have shifted from avoiding difficult conversations to initiating them" or "leaders in the delegation cohort are showing measurable improvement in their ability to define outcomes rather than prescribe tasks." This is more credible than self-report because the observer is trained and external. ### Qualitative feedback with specificity Generic feedback ("coaching was great!") tells you nothing. Specific feedback tells you everything. "I used the framework from coaching to restructure how I run my team meetings, and my team said the meetings are more focused now." That level of specificity indicates actual application, not just satisfaction. Design your feedback collection to elicit specifics, not ratings. ### Manager observations The coached leader's manager is one of the best sources of evidence. "Sarah has been much more direct in her communication with the team since starting coaching" carries more weight than any self-assessment. Giving managers a simple framework to observe and report on development themes (without exposing coaching content) creates a powerful data source. ## Lagging indicators: is it moving the business? These are the outcomes that executives care about. They take longer to materialize, and they're influenced by many factors beyond coaching. But when you can show correlation between coaching investment and business outcomes, the argument for continued investment becomes much stronger. Metric What to measure Timeline Employee engagement Compare engagement scores in teams with coached leaders vs. without. Look for trends over two or more survey cycles. 6-12 months Retention Track voluntary turnover in coached leaders' teams vs. a control group. Regrettable attrition is the sharpest signal. 6-18 months Promotion readiness Are coached leaders advancing faster? Are their direct reports being promoted at higher rates? Both matter. 12-18 months 360 feedback trends Compare 360 results before coaching and 6-12 months after. Look for shifts in specific competencies, not just overall scores. Time-to-productivity For new managers: how quickly do coached new managers reach full effectiveness vs. unsupported ones? Internal mobility Are coached leaders more likely to take on new challenges, cross-functional roles, or expanded scope? 12+ months The comparison principle: The most persuasive data isn't absolute numbers. It's the difference between coached and uncoached populations. "Engagement in coached managers' teams increased 12 points vs. 3 points in the control group" is dramatically more convincing than "engagement went up 12 points." If you can design even a rough comparison, do it. ## Competency growth tracking: the missing middle. This is the layer most coaching programs are missing entirely, and it's arguably the most valuable. Competency tracking sits between leading indicators ("is the coaching engaging?") and lagging indicators ("did the business improve?"). It answers the most specific question: are leaders actually building the capabilities we're developing them on? ### How it works At the start of a coaching engagement, you map development goals to specific competencies: feedback delivery, delegation, strategic thinking, conflict management, executive presence, whatever the organization and the individual need. The coach observes progress against these competencies over time, based on the situations the leader brings to coaching and how they handle them. This creates a development record that's objective (based on coach observation, not self-assessment), longitudinal (tracked over months, showing trajectory), and connected to the organization's leadership framework (mapped to the competencies that actually matter for the business). ### Why this is powerful Competency growth data lets you say things like: "Across our manager cohort, average competency scores in feedback delivery improved from 2.3 to 3.8 over six months of coaching." That's not a satisfaction score. That's not attendance. That's verified capability growth in a specific skill the organization identified as critical. Try cutting that budget. Visibility without surveillance. See what's changing across your leadership population without compromising what makes coaching work. ## The confidentiality balancing act. Here's the paradox every organization faces: the more data you collect about coaching, the better you can prove ROI. But the more you surveil coaching, the less effective it becomes. Coaching works because it's a safe space. When leaders worry that what they say will be reported to their manager or HR, they stop being honest. And coaching without honesty is just performance theater. The solution isn't to choose between measurement and confidentiality. It's to measure at the right level of aggregation. #### SAFE TO SHARE Aggregate participation rates across the program Competency growth trends at the cohort level Themes emerging across coaching engagements (e.g., "delegation is the most common focus area") Satisfaction and engagement scores Business outcome correlations at the group level #### MUST PROTECT Content of any individual coaching session Specific challenges an individual brought to coaching Individual competency scores shared with anyone besides the coachee Coach's assessment of an individual leader shared with their manager Anything that could be used in performance reviews or promotion decisions The principle: organizations see the forest. Individuals own the trees. A leader can choose to share their coaching insights with their manager. The system should never do it for them. ## Building the business case for leadership coaching. Whether you're proposing a new coaching program or defending an existing one, the business case follows the same structure. Lead with the problem, connect coaching to the solution, and show how you'll measure progress. The executive approval guide and budget worksheet turns that evidence into a finance-ready request. ### Step 1: Name the business problem Don't start with "we should invest in coaching." Start with what's broken. "We promoted 40 new managers last year. Engagement scores in their teams dropped an average of 8 points. Three teams lost their top performer within six months of the promotion. The estimated cost of that turnover alone is $600K." Now you have a problem worth solving. ### Step 2: Connect coaching to the problem Explain why coaching is the right intervention for this specific problem. Not "coaching is generally good for leaders" but "new managers struggle because the transition from IC to people leader requires entirely different skills. Coaching provides the individualized practice and accountability that workshops and training programs can't. Here's the research that supports this approach." ### Step 3: Show what you'll measure and when This is where most proposals fall apart. Don't promise "improved leadership." Promise specific metrics at specific timeframes: "At 90 days, we'll measure coaching engagement depth and coach-observed behavior shifts. At six months, we'll compare engagement scores in coached vs. uncoached managers' teams. At twelve months, we'll analyze retention trends." The specificity signals that you're serious about accountability. ### Step 4: Anchor to the cost of inaction The most powerful business case isn't about what coaching costs. It's about what doing nothing costs. Manager-driven turnover. Disengaged teams. Underperforming leaders in critical roles. Failed promotions that require external hires at 2-3x the cost. When the cost of the status quo is clear, the coaching investment looks small by comparison. For a deeper look at the specific metrics your CFO wants to see, read coaching ROI metrics that actually convince a CFO. And for the broader strategic argument, see the business case for coaching. Boon's prove leadership development ROI to your board approach is built around exactly this kind of accountability. "We'd like to invest in coaching for our managers. Research shows coaching improves leadership effectiveness. The cost is $120K per year for 40 managers. We'll measure satisfaction and participation." "Manager-driven attrition cost us $600K last year. Engagement in newly-promoted managers' teams dropped 8 points on average. We're proposing a 40-person coaching program at $120K that targets the specific skills new managers are missing. We'll track competency growth monthly and compare team engagement against a control group at 6 and 12 months." ## Coaching with built-in measurement. Boon tracks participation, competency growth, and development themes automatically. No spreadsheets. No guesswork. Just clear evidence that coaching is working. ## How Boon measures impact. Measurement isn't a feature we bolted on. It's built into how the entire platform works. When an organization uses Boon, measurement happens as a natural byproduct of the coaching itself, not as extra work for coaches, coachees, or L&D teams. Competency-mapped coaching. Every coaching engagement starts with development goals mapped to specific competencies. As coaching progresses, coaches track growth against these competencies based on real coaching conversations. This creates a longitudinal view of capability development that organizations can access at the aggregate level through the customer portal. Visibility without surveillance. Managers can see that their direct report is engaged in coaching, what competency areas they're focused on, and the general trajectory of their development. They never see session content, specific challenges discussed, or individual competency scores. This gives managers enough context to support development without undermining confidentiality. Theme-level organizational intelligence. Across your entire coaching population, Boon surfaces patterns: the most common development themes, where leaders are growing fastest, where they're getting stuck, and how different cohorts compare. This isn't data for data's sake. It tells L&D teams where to invest more, where to create supplementary programming, and what's working across the board. Integrated with your existing data. Coaching data becomes powerful when it connects to what you already track. Combine Boon's competency growth data with your engagement survey results, retention metrics, and promotion data, and you have a complete picture of how coaching is contributing to business outcomes. The Boon difference: Most coaching platforms track sessions and satisfaction. Boon tracks competency growth, development themes, and organizational patterns. That's the difference between proving coaching happened and proving coaching worked. Comparing measurement options? Our guide to the best coaching ROI measurement tools covers Boon alongside coach-practice software like CoachAccountable and Coachmetrix and employer coaching platforms like BetterUp and CoachHub. ## Executive coaching ROI: what the research shows. For organizations investing in senior leader coaching specifically, the evidence base is strong. Multiple studies across two decades point in the same direction: executive coaching produces meaningful, measurable business returns. The Manchester Review (2001) surveyed 100 executives who received coaching and found an average ROI of 5.7x the investment. 86% of companies and 96% of coached executives reported being satisfied or very satisfied with the outcomes. The ICF/HCI study (2009) reported that organizations investing in coaching saw a median return of 7x the initial investment. 19% of respondents reported 50x or greater returns. MetrixGlobal Associates (2002) studied 43 executives at a Fortune 500 company and found a 529% ROI from coaching, rising to 788% when factoring in employee retention benefits. These studies have methodological limitations. Many rely on self-reported estimates, and isolating coaching's contribution from other factors is inherently difficult. But the consistency across multiple studies, geographies, and time periods makes a compelling case. The exact multiplier matters less than the direction: positive and significant. Boon's own data: 23% average improvement in targeted leadership competencies (measured via pre/post assessments), 89% session attendance rate, and +87 NPS from coached employees. These numbers come from programs we've delivered across 400+ enterprise engagements. For organizations considering executive coaching specifically, Boon's Exec program is designed for senior leaders navigating high-stakes decisions, organizational transformation, and C-suite dynamics. ## Frequently asked questions ### What's a realistic ROI to expect from a coaching program? It depends entirely on what you're measuring and the maturity of your program. A well-designed program targeting new managers can show measurable competency growth within three months and meaningful engagement and retention improvements within six to twelve months. Be skeptical of anyone promising a specific multiplier (e.g., "7x ROI") because that level of precision requires assumptions that rarely hold up to scrutiny. ### How do you isolate coaching's impact from other factors? You can't perfectly isolate it, and anyone who claims otherwise is overselling. What you can do is build a strong correlational case: compare coached populations to similar uncoached ones, control for obvious variables (tenure, role level, team size), and triangulate across multiple data sources. A comparison group is the single most powerful design choice you can make. ### How many coaching sessions before you can see results? Leading indicators (engagement depth, coach-observed shifts, qualitative specificity) should appear within two to four sessions. Measurable competency growth typically takes three to six months. Business outcome correlations require six to twelve months of data. If you're seeing zero signal after three months, something in the program design needs to change. Boon tracks attendance and session satisfaction from the first session and measures competency growth before and after each six-month Grow program. ### Should we measure individual coaching ROI or program-level ROI? Program-level. Individual coaching outcomes are too variable and too influenced by factors outside coaching's control (team dynamics, organizational changes, personal circumstances). At the program level, these factors average out and patterns become meaningful. The exception is executive coaching, where the investment per person is high enough that individual outcome tracking makes sense. Boon reports Scale and Grow results at the program level, so individual sessions stay confidential. ### How do we measure ROI if we don't have a control group? Use pre/post comparisons with the same population. Measure competency baselines before coaching starts, then track growth over time. Compare 360-degree feedback results across cycles. Survey the coached leaders' teams before and after. It's not as rigorous as a true control group, but it's vastly better than relying on satisfaction scores alone. ### What if our CEO just wants a single ROI number? Resist the temptation to manufacture one. A fabricated ROI number feels precise but is built on assumptions that collapse under questioning. Instead, present the converging evidence: "Here are the behavior changes coaches are observing. Here are the competency growth trends. Here's how engagement and retention compare between coached and uncoached populations. Here's the estimated cost of the attrition we're preventing." That story is more credible and more defensible than any single number. Boon program reports pair competency growth measured before and after with session attendance for this reason. ## Measure what your coaching produces. 110+ enterprise customers. Competency tracking built in. The data your CFO actually wants. ## Related -------------------------------------------------------------------------------- title: "Leadership Development for Remote and Hybrid Teams | Boon" description: "How leading remote and hybrid teams differs, what stays the same, and how to develop leaders who manage people they don't see every day." source: "https://www.boon-health.com/learn/resources/leadership-development-remote-teams" -------------------------------------------------------------------------------- # Leadership development for remote and hybrid teams. Managing people you see every day is hard enough. Managing people you don't see requires a different set of skills, different habits, and development approaches designed for how distributed teams actually work. ## What's actually different about remote leadership. The fundamentals of good leadership don't change when a team goes remote. Clear expectations, honest feedback, genuine care for your people, and accountability for results matter regardless of where anyone sits. What changes is how you deliver those things. In an office, leadership is partly ambient. You pick up on body language in a meeting. You notice when someone seems disengaged over lunch. You can pull someone aside for a quick conversation in the hallway. A lot of management happens in the in-between moments, the informal, unscheduled interactions that are almost impossible to replicate remotely. When those ambient signals disappear, leaders who relied on them are suddenly flying blind. The manager who was “good with people” in person discovers that their instincts don't translate through a screen. They can't tell who's struggling. They can't read the room because there is no room. And the habits they built over years of in-person management don't just transfer automatically. Remote didn't make bad managers visible. It made invisible management impossible to hide. The leaders who were already intentional, who structured their 1:1s, who gave clear feedback, who documented expectations, who checked in proactively rather than waiting for problems, they were fine. The leaders who managed by proximity, by hallway conversations, by reading body language in real time, they struggled. Remote didn't create new leadership challenges. It exposed the ones that were always there. ## The skills gap remote managers face. Remote leadership isn't a totally different discipline. But it does require specific skills to be stronger, more intentional, and more practiced than they might need to be in person. Here's where the gap shows up most often: ### Asynchronous communication In an office, unclear communication gets corrected in real time. Someone looks confused, you explain further. Remotely, unclear communication sits in a Slack message or email for hours while someone works from the wrong assumptions. Remote leaders need to write clearly, set context explicitly, and anticipate questions before they're asked. Most managers have never been trained in this. ### Trust-based management (not surveillance) When you can't see someone working, the temptation is to monitor their activity: tracking tools, required camera-on policies, frequent status check-ins. This destroys trust and signals that you manage inputs, not outcomes. Remote leaders need to define clear outcomes, trust people to achieve them, and resist the urge to micromanage the process. ### Intentional relationship building In-person relationships form through proximity and shared experience. Remote relationships require deliberate effort. A remote leader who only talks to their team about work will eventually lead strangers. Building rapport, creating space for non-work connection, and maintaining human relationships through a screen are skills that don't come naturally to most people. ### Running effective virtual meetings Most remote meetings are bad. They're too long, too frequent, poorly facilitated, and dominated by a few voices. Remote leaders need to be much more deliberate about when a meeting is necessary (often it isn't), how to structure it for engagement (not just information broadcast), and how to make sure quieter team members contribute. ### Detecting disengagement early In an office, disengagement has visible signals: someone stops participating in meetings, arrives later, takes longer lunches, seems withdrawn. Remotely, disengagement is nearly invisible until it becomes a resignation letter. Remote leaders need to create systems for early detection: regular 1:1s with genuine check-ins, engagement pulse checks, and proactive outreach when someone goes quiet. ### Managing across time zones Distributed teams often span time zones, which creates asymmetries in information access, meeting availability, and response times. Leaders who default to "let's just hop on a call" inadvertently exclude team members in different time zones. Effective remote leaders design for asynchronous-first communication with synchronous moments that are intentionally inclusive. Those skills still need a team operating system, not only a stronger individual leader. Write channel rules, response time, and coverage as behaviors with an owner. See distributed team communication norms when the wall says the team values responsiveness and a DM still sits for a day and a half. ## The unique complexity of hybrid. Hybrid is often described as “the best of both worlds.” In practice, it's frequently the worst of both. The people in the office form an in-group. Remote employees become second-class participants who watch meetings on a screen while the room has side conversations they can't hear. Decisions get made in hallways that remote team members only learn about later. Proximity bias, the tendency to favor people you see in person, becomes the dominant force in promotion decisions, project assignments, and day-to-day attention. Leading a hybrid team well is harder than leading a fully remote one. At least with fully remote, everyone has the same experience. With hybrid, the leader has to actively counteract the gravity that pulls attention toward whoever is physically present. That requires awareness, discipline, and systems that most managers don't have unless someone explicitly develops them. The proximity bias trap: Research consistently shows that managers rate in-office employees as more committed, more productive, and more promotable than remote ones doing identical work. This isn't malice. It's human wiring. Leaders need to be trained to recognize and counteract this bias, or hybrid will quietly create a two-tier workforce. ### What hybrid leaders specifically need to learn Default to remote. If one person is remote, the meeting is a remote meeting. Everyone joins from their laptop, even the people in the office. This eliminates the “side conversation in the room” problem and creates equal participation conditions. Document decisions, not just discussions. Every decision that happens in person needs to be documented and shared asynchronously within hours, not days. If remote team members consistently learn about decisions after they've been made, they'll disengage. The documentation habit is the single most important practice for hybrid teams. Audit for proximity bias quarterly. Look at who's getting promoted, who's getting high-visibility projects, who's getting mentioned in leadership meetings. If there's a pattern that favors in-office employees, you have a proximity bias problem that needs to be addressed directly. ## Development approaches that work remotely. Not everything translates. The two-day offsite leadership retreat doesn't work as a 16-hour Zoom marathon. But many development approaches work as well or better in a remote context, if they're designed for it rather than awkwardly adapted from in-person formats. #### WORKS WELL REMOTELY 1:1 coaching Virtual coaching is equally effective as in-person coaching. The intimacy of a video call, the lack of office distractions, and the scheduling flexibility all work in coaching's favor. Small-group cohort sessions 90-minute virtual sessions with 8-12 people, well-facilitated with breakout rooms and interactive exercises. Shorter and more frequent beats long and infrequent. Peer coaching pairs Two leaders meeting biweekly to practice skills and hold each other accountable. Low overhead, high impact, works perfectly over video. Async reflection and application Written reflection prompts, journaling between coaching sessions, and documented practice plans. Remote workers are already comfortable with written communication. #### DOESN'T TRANSLATE WELL Multi-day retreats (as Zoom events) Nobody can sit in a virtual workshop for eight hours. The magic of retreats is the informal connection between sessions, which doesn't exist virtually. Large-group workshops 30+ people on a Zoom with one facilitator is a webinar, not a workshop. Engagement drops sharply past 12 participants in virtual settings. Shadowing and observation Following a senior leader around for a day to learn how they operate doesn't work when "around" means "on their calendar." The ambient learning of physical proximity has no virtual equivalent. Purely self-paced content Remote workers already have screen fatigue. Adding a library of leadership videos they'll never watch doesn't count as development. Content needs human interaction wrapped around it. The design principle: For remote development, think “shorter, more frequent, and more interactive.” Replace a 4-hour workshop with four 75-minute sessions over four weeks. Replace a lecture with a facilitated conversation. Replace a reading assignment with a coaching session that processes the concepts through the leader's real challenges. Frequency and interaction beat duration and content volume every time. ## Why coaching is the natural fit for remote development. Coaching was virtual-ready before virtual was a requirement. The core of coaching, a focused conversation between two people about real challenges, works identically whether you're sitting across a table or across a continent. There's no “virtual version” of coaching that's worse than the in-person version. Research consistently shows virtual coaching produces equivalent outcomes to in-person coaching. But there's a deeper reason coaching is especially valuable for remote leaders. Remote work is isolating. Decisions that would have been bounced off a colleague in the hallway now happen alone. Frustrations that would have been vented over coffee accumulate. The ambiguity of reading a team's energy through Slack messages creates anxiety that has nowhere to go. A coach becomes the thinking partner that the physical office used to provide informally. ### Coaching solves the isolation problem Remote leaders, especially remote managers, are often the loneliest people in the organization. They're expected to support their team, manage up to their boss, and navigate organizational complexity, all without the informal support network that an office provides. A coaching relationship gives them one person whose sole job is to support their growth. That matters more when you can't grab lunch with a peer. ### Coaching addresses the specific remote skill gaps Asynchronous communication, trust-based management, detecting disengagement, running effective virtual meetings: these are exactly the kind of behavioral skills that coaching develops well. They can't be learned from a course. They require practice with real situations, feedback on how it went, and iterative improvement over time. That's what coaching is built to deliver. ### Coaching scales without geography If your team is distributed across three time zones, flying everyone to the same city for a workshop is expensive and disruptive. Coaching happens wherever the leader is, on their schedule, with no travel required. A company with employees in six countries can deliver the same quality coaching experience to all of them. The economics and logistics of virtual coaching are built for distributed organizations. ## Building leadership culture without a building. One of the hardest parts of remote leadership development isn't the skill building. It's creating a shared leadership culture, a common set of expectations, language, and norms about what good leadership looks like in your organization. In an office, culture is partly absorbed through osmosis. Remotely, it has to be constructed deliberately. ### Create shared language through cohorts When a group of managers goes through a cohort program together, they develop shared vocabulary and frameworks. They start saying “that's a delegation moment” or “have you tried the feedback structure from session three?” in their conversations with each other. This shared language becomes the connective tissue of your leadership culture. It's especially powerful for remote teams because it creates a sense of community among leaders who might never share a physical space. ### Use in-person time strategically If your remote team does come together occasionally (offsites, quarterly gatherings), don't waste that time on content that could be delivered virtually. Use in-person time for the things that only work in person: relationship building, team alignment, strategic planning, and the kind of vulnerable conversations that benefit from physical proximity. Facilitated team coaching workshops are a strong use of that time. Let the ongoing development happen virtually. Let the connection happen in person. ### Make leadership development visible In an office, people can see that their leaders are investing in development: they're in a coaching session, they're at a workshop, they're reading leadership books. Remotely, development is invisible unless you make it visible. Leaders sharing what they're learning in team channels, executives talking about their own coaching in all-hands meetings, cohort participants presenting their capstone projects to the broader organization. Visibility normalizes development and creates a culture where growth is expected, not exceptional. ## Common mistakes in remote leadership development. ### Converting in-person programs to Zoom and calling it done A two-day leadership workshop doesn't become a virtual program by turning it into a two-day Zoom session. Virtual development needs to be redesigned from scratch for the medium: shorter sessions, more interaction, more space between touchpoints for application and reflection. Lazy conversion is the most common mistake and the most damaging to participant engagement. ### Ignoring the development needs that are unique to remote If your leadership development program is the same whether your team is in-office, remote, or hybrid, it's not addressing the specific challenges remote leaders face. Asynchronous communication, virtual meeting facilitation, detecting disengagement through screens, managing across time zones. These need explicit attention, not the assumption that general leadership skills will transfer. ### Over-relying on self-paced digital content E-learning libraries are cheap to scale and easy to point to in a budget review. But completion rates for self-paced leadership content hover around 10-15% in most organizations. Remote workers already spend their entire day on screens. Adding more screen time as "development" is not a strategy. It's a checkbox. ### Forgetting that remote leaders need connection, not just skills Remote leadership is lonely. A development program that only focuses on skill-building misses the human element. Cohort experiences, peer coaching pairs, and coaching relationships all serve a dual purpose: they develop skills and they reduce isolation. Both matter for sustained performance. ### Assuming hybrid managers will figure it out Hybrid management is genuinely harder than fully remote or fully in-office management. The coordination complexity, the proximity bias risks, the two-tier team dynamics. These require specific development. Assuming managers will navigate hybrid intuitively because they "have office experience" is how you end up with remote employees who feel invisible. ## Coaching that works wherever your team is. Boon was built for distributed teams. Virtual coaching, virtual cohorts, and a platform that works across time zones. No offsites required. ## How Boon supports remote and hybrid teams. Boon has been virtual-first since day one. Not because of the pandemic, but because coaching doesn't need a conference room. Our entire platform, from coach matching to session delivery to competency tracking, is designed for distributed organizations. Coaches across time zones. Our network of 300+ ICF-accredited coaches spans multiple time zones and geographies. A leader in Singapore and a leader in San Francisco both get matched with a coach who works on their schedule, in their context, with the same quality and the same measurement infrastructure. Virtual cohort programs. Boon's Grow program runs as virtual cohort sessions designed specifically for the medium. 90 minutes, highly interactive, with breakout rooms, real-time practice, and application between sessions. Not a webinar. A working session. Scheduling that removes friction. Our platform handles scheduling directly between the coach and the leader. No coordinator. No email chains. A leader picks a time that works, the coach confirms, and the session happens. For distributed teams where scheduling is already painful, removing this friction matters more than it sounds. Measurement across geography. Whether your coaching population is in one city or ten countries, the customer portal gives you the same view: participation, competency growth, development themes, and organizational patterns. No spreadsheets. No manual aggregation from different regional vendors. Team sessions that bridge distance. Together sessions are designed for teams that don't share a physical space. They create the psychological safety and alignment that in-person teams build through proximity, but through structured conversation and facilitation rather than hoping it happens organically. ## Frequently asked questions ### Is virtual coaching as effective as in-person coaching? Yes. Multiple studies have found no significant difference in outcomes between virtual and in-person coaching. The relationship quality, goal attainment, and behavior change measures are comparable. In some cases, virtual coaching is preferred because it's easier to schedule, eliminates travel friction, and allows the coachee to be in their actual work environment during the conversation. ### How do we develop leaders we never see in person? The same way you develop anyone: with clear goals, structured support, and accountability. Coaching, virtual cohort programs, peer partnerships, and async reflection all work without physical proximity. The key is designing for the medium rather than trying to replicate in-person experiences virtually. The development might look different, but the outcomes don't have to. ### Should remote leaders get different development content than in-office leaders? The core leadership competencies are the same. But remote leaders need additional development in areas like asynchronous communication, virtual meeting facilitation, trust-based management, and detecting disengagement through screens. These should supplement, not replace, the foundational leadership curriculum. ### How do we handle development for hybrid teams where some leaders are remote and some are in-office? Default to virtual delivery so everyone has the same experience. If you deliver some development in-person and some virtually, the in-person participants will have a better experience and the program creates the same inequity you're trying to eliminate. Use occasional in-person gatherings for relationship building, not for development content. ### What's the right cadence for virtual leadership development sessions? For coaching: biweekly sessions of 45-60 minutes is the sweet spot for most leaders. For cohort programs: one 75-90 minute session every two to three weeks, with application work between sessions. For peer partnerships: biweekly 30-minute check-ins. More frequent and shorter consistently outperforms less frequent and longer in virtual settings. ### How do we create cohesion among remote leaders who don't know each other? Cohort programs are the best mechanism. When 10-12 leaders go through a shared development experience over several months, they build relationships that persist after the program ends. These become the informal support network that remote leaders are otherwise missing. Pair the cohort with a dedicated Slack channel or similar space for ongoing connection between sessions. ## Develop leaders everywhere. 110+ enterprise customers across time zones. Virtual-first coaching, cohorts, and team sessions. One platform, anywhere your people are. ## Related What Is Leadership Development? The Complete Guide How to Build a Leadership Development Program From Scratch The First-Time Manager Problem Nobody Talks About Coaching vs. Mentoring: What's the Difference? Measuring Coaching ROI: A Guide for L&D Leaders -------------------------------------------------------------------------------- title: "Blog | Boon" description: "Insights and perspectives on leadership, management, and organizational development from the Boon team." source: "https://www.boon-health.com/learn/blog" -------------------------------------------------------------------------------- # Insights & Perspectives. Articles on leadership, management, and organizational development from our team and network. ## How to Measure AI Adoption ROI (Without Fooling Yourself) Most AI adoption ROI math measures the tool, not the behavior change. Here's what to track, and why the human layer is where the return actually lives. ## AI Adoption Roadmap Template: The Human Layer IT Forgets Most AI adoption roadmap templates plan the tech and forget the people. Here's the phased roadmap that actually gets your workforce to use the tools. ## AI Adoption Survey Questions That Actually Tell You Why Most AI adoption surveys measure the wrong thing. Here are the questions that reveal why people aren't using the tools, and what to do about it. ## How to Run an AI Enablement Workshop That Sticks Most AI enablement workshops teach prompts, score great on smile sheets, and change nothing. Here's how HR runs one that actually changes behavior. ## How to Onboard Employees to New AI Tools Most companies onboard people to AI tools by handing them a login and a training video. That's why adoption stalls. Here's what actually works. ## How to Get Sales Teams to Adopt AI Tools Sales team AI adoption stalls because IT ships the tools and nobody owns the human side. Here's how coaching closes the gap. ## AI Onboarding for New Hires: Build Fluency From Day One Most AI onboarding stops at tool access. The real work is building judgment. Here's what HR should own from a new hire's first day. ## How to Run an AI Adoption Pilot That Actually Scales Most AI pilots look great on a slide and die on the way to the whole company. Here's why, and what it actually takes to scale one. ## AI Adoption KPIs Every People Team Should Track Most AI adoption dashboards measure the wrong things. Here are the human-layer KPIs a people team should own, and why they predict whether AI actually sticks. ## How to Get Employees to Use Copilot After Rollout IT shipped Copilot. Adoption stalled. The fix lives at the human layer, and it belongs to HR, not IT. ## How to Run an AI Skills Gap Analysis That Drives Change An AI skills gap analysis maps the distance between the AI capabilities you need and what your people can actually do today. Here's how to run one that leads to adoption, not a report nobody reads. ## ChatGPT Enterprise Rollout: Why HR Owns What IT Can't IT can ship ChatGPT Enterprise in a week. Getting people to actually use it is a different job, and it belongs to HR. Here's how to own it. NEWSLETTER ## Stay in the loop Get leadership insights, coaching research, and Boon updates delivered to your inbox. -------------------------------------------------------------------------------- title: "The First-Time Manager Problem Nobody Talks About | Boon" description: "Most first-time managers were promoted because they were great at their old job. Then they got zero preparation for the new one." source: "https://www.boon-health.com/learn/blog/first-time-manager" -------------------------------------------------------------------------------- # The first-time manager problem nobody talks about. Your best engineer just became an engineering manager. Your top sales rep is now leading a team. They were promoted because they were great at their old job. Nobody prepared them for the new one. Here's a scene that plays out at every growing company. Someone is excellent at their job. They consistently deliver. They're reliable, smart, well-liked. So the company promotes them to manager. Maybe there's a congratulatory email, a title change, a modest pay bump. And then... nothing. No preparation. No coaching. No structured onboarding into what is, in every meaningful way, a completely different job. The person who was your best individual contributor last month is now responsible for giving feedback, running 1:1s, navigating team conflict, managing performance, making hiring decisions, and translating strategy into daily work. Skills they were never taught. Responsibilities they were never trained for. And most of them are too proud, too overwhelmed, or too unsure to ask for help. This is the first-time manager problem. And it's quietly costing companies far more than they realize. ## The promotion that changes everything. Promotion to management is one of the largest role transitions in a person's career. It's not a step up. It's a step sideways into an entirely different discipline. The skills that made someone a great engineer, designer, analyst, or salesperson have almost nothing to do with the skills they need as a manager of engineers, designers, analysts, or salespeople. Think about what actually changes: Your output is no longer your own work. You're now measured by what your team produces. The dopamine hit of personally solving a hard problem is replaced by the slower, less visible work of helping other people solve hard problems. Your relationships shift overnight. Peers become direct reports. The person you used to commiserate with about your manager is now looking to you for direction. Social dynamics that were simple yesterday are suddenly complicated. You're expected to have conversations nobody taught you how to have. Performance feedback. Career development discussions. Navigating conflict between team members. Telling someone their work isn't good enough. These aren't things you learn by watching your own manager do them, especially if your own manager wasn't great at them either. Your calendar fills with other people's problems. The time you used to spend in deep work is now split between 1:1s, team meetings, cross-functional alignment, and the constant triage of who needs what from you and when. Promotion is a title change. Growth is a behavior change. Most companies hand out the first and hope the second follows. For some people, the transition clicks. They have natural instincts, good role models, or the self-awareness to figure it out. But research suggests that most new managers struggle, and the consequences aren't just personal. They ripple across their entire team. ## What the data says about the gap. This isn't a soft problem. The first-time manager gap has hard, measurable consequences. That last number deserves emphasis. Seventy percent of the variance in team engagement traces back to one person: the direct manager. Not the CEO's vision. Not the compensation package. Not the company's mission statement. The person who runs their 1:1s and decides whether they feel heard, challenged, and supported. When that person is a new manager who's struggling in silence, the effects compound quickly. Engagement drops. Good people start interviewing elsewhere. The remaining team picks up the slack, which accelerates burnout. And the new manager, sensing things are slipping, often defaults to the only playbook they know: working harder individually instead of leading differently. Which makes everything worse. The financial impact isn't abstract either. Replacing an employee costs between 50% and 200% of their annual salary depending on the role. If a struggling new manager loses two or three people from their team over the course of a year, the replacement costs alone dwarf any investment in manager development. ## The five conversations new managers avoid. If you ask most new managers what they find hardest, they'll usually say "time management" or "prioritization." Those are real challenges, but they're not the root issue. The root issue is that management is fundamentally a relational discipline, and the hardest parts are conversations. Specifically, there are five conversations that most new managers delay, avoid, or handle poorly. And each one has consequences that get worse the longer it's avoided. ### 1. The performance conversation Telling someone their work isn't meeting expectations. Most new managers either avoid it entirely (hoping the problem resolves itself) or handle it so poorly that it damages the relationship. The avoidance costs the team. The botched delivery costs trust. Either way, the new manager loses. ### 2. The feedback conversation Not annual review feedback. The day-to-day kind. "Here's what I noticed in that meeting. Here's what worked. Here's what I'd do differently." Most new managers don't give enough of it, and when they do, it's either too vague ("great job!") or too late to be useful. Building a feedback habit is one of the highest-leverage skills a new manager can develop. ### 3. The delegation conversation Handing off work they could do better and faster themselves, and trusting someone else to own it. This is where former high-performers get stuck. They know they could do the task in half the time. What they don't yet understand is that doing it themselves is the most expensive decision they can make, because it scales nothing. ### 4. The career conversation "Where do you want to be in two years, and how can I help you get there?" Most new managers don't have these conversations because nobody had them with them. The result: direct reports who feel like nobody's invested in their growth, which is one of the top drivers of attrition. ### 5. The "I don't know" conversation Admitting uncertainty. Saying "I'm figuring this out too." New managers often feel pressure to have all the answers, especially if they were promoted for expertise. The irony is that the vulnerability of admitting what you don't know is exactly what builds trust with a team. But it takes confidence most new managers haven't developed yet. ## What most companies do about it (and why it doesn't work). Companies aren't completely ignoring this. Many have some version of new manager support. The problem is that what they offer rarely matches the scale or depth of what's needed. ### The half-day workshop By far the most common approach. A training session on "management fundamentals" covering feedback models, communication styles, and maybe a personality assessment. The content is usually fine. The problem is that a half-day event doesn't change behavior. People nod along, take some notes, and go back to exactly what they were doing before. Within two weeks, retention of the material drops to near zero without reinforcement. ### The e-learning library "Here's access to 500 hours of leadership content. Go learn." Completion rates for voluntary e-learning hover around 5-15%. And even when people do complete a module, there's no connection between what they watched on a screen and the difficult conversation they need to have on Tuesday. ### The buddy system Pairing new managers with more experienced ones for informal mentoring. This can be valuable when the mentor is good, available, and invested. In practice, it often fizzles after the first month as both people get consumed by their own workloads. And the quality varies wildly depending on who gets paired with whom. ### The "sink or swim" approach More common than anyone admits. The implicit belief: "I figured it out, they'll figure it out." This works for the small percentage of natural managers. For everyone else, it produces a year of struggle, a team that suffers, and a manager who either burns out or concludes they were never cut out for leadership, both of which are preventable losses. None of these approaches are inherently bad. They're just insufficient. The gap between a half-day workshop and the twelve months of daily management challenges that follow is where the actual development needs to happen. And that gap is exactly where most companies have nothing. ## What works: development over months. If the problem is that new managers face a sustained, complex transition that unfolds over months, the response needs to be sustained and structured, too. Here's what the evidence and practice suggest works best. ### Cohort-based programs with spacing Groups of new managers going through a structured program together, with sessions spaced weeks apart. The spacing is critical. It gives people time to practice what they've learned in real situations and come back to discuss what happened. The cohort creates peer accountability and normalizes the reality that everyone is figuring this out. Nobody's alone in it. ### 1:1 coaching alongside the program A coach who knows the new manager's context and can help them work through specific situations as they arise. The cohort program builds shared skills and language. The coaching makes it personal. "Here's how to apply the feedback framework to the actual conversation you need to have with Sarah this week." ### Manager visibility The new manager's own manager should know what they're working on developmentally and be able to reinforce it in the day-to-day. This doesn't mean reading coaching session notes. It means understanding the themes: "Jamie is working on delegation this quarter" so they can create opportunities for Jamie to practice. ### Practice on real situations The best programs are anchored in scenarios the new manager is actually facing. Not "here's a case study about a fictional company." More like "you mentioned your direct report isn't meeting expectations. Let's work through how you'd open that conversation, what you'd say, and how you'd handle the three most likely responses." #### WITHOUT DEVELOPMENT New manager avoids performance conversation for three months. Team engagement drops 15%. Two high performers start interviewing elsewhere. Manager burns out trying to compensate by doing everyone's work. #### WITH STRUCTURED DEVELOPMENT Coach helps manager prepare for and debrief the conversation. Cohort peers share how they handled similar situations. Manager builds confidence through practice and support. Team sees growth. Engagement holds. People stay. ## The first twelve months: a realistic timeline. New manager development isn't a single event. It's a progression. Here's roughly what the journey looks like when it's done well. #### Month 1-2: Orientation and foundations Learn the basics: running effective 1:1s, setting expectations, understanding your team's motivations. Get matched with a coach. Join a cohort of peers at the same stage. Start building self-awareness about your default tendencies under pressure. #### Month 3-4: The hard conversations begin First real performance conversations. First time giving direct feedback that someone doesn't want to hear. First delegation that feels uncomfortable. This is where coaching is most valuable: a thinking partner for the specific situations you're navigating in real time. #### Month 5-7: Building your management identity Starting to develop your own leadership style rather than copying someone else's. Getting more comfortable with ambiguity. Learning when to step in and when to step back. Cohort sessions shift from "survival skills" to "growing as a leader." #### Month 8-10: Deepening and refining Tackling more complex challenges: managing up, navigating cross-functional dynamics, developing your own direct reports as future leaders. Coaching focuses on patterns and blind spots that have emerged over months of real experience. #### Month 11-12: Integration and forward-looking Reflecting on growth. Identifying what's working and what still needs attention. Setting development goals for the next phase. The foundation is built. Now it's about continuing to grow, not starting from scratch. This isn't a rigid prescription. Some people move faster, some need more time with specific skills. The point is that real development unfolds over months, not hours. And the support needs to be there throughout, not just at the beginning. ## What this means for your organization. If you're an L&D leader, a CHRO, or a CEO reading this, here's the honest assessment: Look at how many people your company promoted into management in the last two years. Now look at how much structured support those people received in their first twelve months. If the answer is "a workshop and access to an e-learning library," you're running an expensive experiment with your most critical leadership layer. The new managers in your organization are the ones making daily decisions about how work gets done, how feedback is delivered, how conflict is resolved, and whether people feel supported enough to do their best work. They're the front line of your culture. And most of them are figuring it out alone. That doesn't have to be the case. A structured, sustained program that combines cohort learning with 1:1 coaching, anchored in real challenges, can close the gap. Not overnight, but reliably, over the first year that matters most. For the practical version of what that program looks like, see our guide on how to support first-time managers. ## Grow was built for exactly this. Cohort-based development for new and rising managers. Feedback, delegation, difficult conversations. The skills most first-time managers never learned. ## Related -------------------------------------------------------------------------------- title: "The Cost of Bad Managers | Boon" description: "Discover why bad managers can lead to high turnover rates, low productivity, employee burnout, and toxic workplace cultures." source: "https://www.boon-health.com/learn/blog/the-cost-of-bad-managers" -------------------------------------------------------------------------------- # The Cost of Bad Managers What bad managers cost a company, and how coaching changes their trajectory. Boon Author February 8, 2025 Published ## Bad Managers Are Expensive, And They’re Everywhere We’ve all worked under a bad manager, someone who micromanages fails to communicate or doesn’t support their team. But did you know that poor leadership is one of the top reasons employees quit? In 2025, retaining great talent isn’t just about perks or paychecks, it’s about equipping managers with the right leadership skills. And that’s where coaching makes all the difference. How Bad Managers Impact Retention and Engagement 💸 Turnover Costs: Gallup’s research shows that 50% of employees have left a job to get away from a manager, and replacing a single employee can cost up to twice their salary. 📉 Low Productivity: A disengaged team means lower efficiency, missed deadlines, and poor collaboration. 🤕 Employee Burnout: Leaders who don’t manage effectively create stress-heavy environments where employees burn out and disengage. 🚩 Toxic Workplace Cultures: Without strong leadership, companies face high conflict, poor morale, and increased absenteeism. If your managers aren’t growing, neither is your company. The ROI of Leadership Coaching Leadership coaching isn’t just a perk, it’s a business strategy that directly improves retention and engagement. Here’s how: ✅ Stronger Leadership = Higher Engagement Managers who coach and develop their teams increase employee engagement by 39%. ✅ Emotional Intelligence = Better Team Relationships Leaders with high EQ communicate clearly, resolve conflicts, and foster psychological safety in the workplace. ✅ Resilient Leaders = Less Burnout Coaching helps managers set boundaries, avoid stress overload, and lead with confidence. ✅ Better Managers = Lower Turnover Companies that invest in leadership coaching reduce turnover by up to 30%. Leadership Coaching: The Competitive Advantage in 2025 Companies that prioritize manager development will retain top talent, drive engagement, and outperform their competitors. 📢 Want to learn how? 📩 Let’s build better managers together! Schedule a demo NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ### How Coaching Helps Managers Overcome Imposter Syndrome & Lead with Confidence Imposter syndrome fuels burnout, coaching helps managers develop confidence, trust their leadership, and thrive. Mar 2, 2025 ### Leading Without Burning Out: Self-Care Strategies for Managers Burnout drains leadership impact, great managers prioritize self-care to lead with energy, clarity, and confidence. Feb 24, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Why Managers Are Your Real Growth Engine | Boon" description: "Learn the importance of developing middle managers in organizations and how it impacts overall productivity and effectiveness." source: "https://www.boon-health.com/learn/blog/rebuilding-the-middle-why-your-managers-are-the-real-engine-of-growth" -------------------------------------------------------------------------------- # Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Boon Author July 1, 2025 Published ## Let’s get real: Most companies say they care about developing leaders, but when it comes to actually supporting the people in the middle, the managers, they fall flat. And yet, your managers are the ones translating vision into execution. They're guiding teams, holding culture, and putting out daily fires. They’re the engine keeping your business running, growing, and evolving. So why are they often the most under-supported group in your org? It’s time to rebuild the middle. ## The Problem with How We Treat Managers Let’s start with the obvious: Managers are overworked and underprepared. They’re promoted based on performance, not people skills. Given direct reports without support. Asked to lead while still executing. And maybe, maybe, they get a two-day “manager bootcamp” and some HR PDFs. No wonder so many of them are burned out, checked out, or actively disengaged. It’s not a “manager performance” problem. It’s a systems problem. ## Managers Aren’t Just Messengers, They’re Multipliers Here’s what most companies miss: Managers are not a middle layer to manage, they’re multipliers of business impact. According to Gallup, managers account for 70% of the variance in employee engagement. Think about that. Every time you invest in a manager, you’re influencing the experience, productivity, and retention of their entire team. Now imagine what happens when you don’t invest. ## Coaching > Training: What Managers Really Need Traditional training programs aren’t cutting it. Why? Because behavior doesn’t change in a classroom. It changes in real-time, with support, reflection, and accountability. That’s where coaching comes in. At Boon, we coach the whole person, not just the job title. Whether it’s navigating hard conversations, building psychological safety, or learning how to delegate, we meet managers where they are. Our platform delivers scalable, affordable 1:1 and group coaching that actually fits into the flow of work. The benefits of leadership coaching are the same ones that show up when the middle layer finally gets that support: clearer conversations, stronger teams, and less turnover. No more one-size-fits-all. No more “hope they figure it out.” Just real development, for the people who make your company work. It’s Not “Nice to Have.” It’s Core Strategy. Let’s stop treating manager support like a perk. When your managers grow, your business grows. ## At Boon, we’ve seen clients: Reduce new manager attrition Improve employee engagement scores Accelerate readiness for leadership promotions This isn’t just a feel-good story, it’s a performance strategy. Rebuilding the Middle Starts Now Your managers are ready to lead. They just need the right support. Let’s stop burning them out and start building them up. With Boon, you can finally give your managers the coaching they deserve, at scale, without breaking your budget. Want to see how Boon can help you rebuild your middle and drive business performance? Let’s talk about how Boon can support your team, for real. Reach out ## TL;DR Managers aren’t the problem, they’re the potential. Stop training them. Start coaching them. Because better people = better business. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### How Companies Can Scale Leadership Growth Without Burning Out Their Teams Leadership Development Is Broken Scaling leadership growth is one of the biggest challenges organizations face. Traditional leadership programs often focus on intensive training, offsites, and coaching initiatives that require significant time investment from already overloaded managers. The resu... Mar 16, 2025 ### The Leadership Ripple Effect: Why Developing One Manager Isn't Enough Leadership Development Is Broken Most companies invest in leadership development the wrong way. They coach individual managers in isolation, expecting those changes to ripple outward. But ICF research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizati... ### Introducing the 5 Stages of People Development Maturity Not every company invests in people development the same way. We created a five-stage maturity framework to help organizations benchmark where they stand and build a roadmap for what comes next. Jul 1, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "The Leadership Ripple Effect Explained | Boon" description: "Why coaching one manager at a time fails, and what embedding coaching at every level changes." source: "https://www.boon-health.com/learn/blog/the-leadership-ripple-effect-why-developing-one-manager-isnt-enough" -------------------------------------------------------------------------------- # The Leadership Ripple Effect: Why Developing One Manager Isn't Enough Leadership Development Is Broken Most companies invest in leadership development the wrong way. They coach individual managers in isolation, expecting those changes to ripple outward. But ICF research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizati... Boon Author March 16, 2025 Published ## Introduction: Leadership Development Is Broken Most companies invest in leadership development the wrong way. They coach individual managers in isolation, expecting those changes to ripple outward. But ICF research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizational transformation. A single manager’s development isn't enough, real impact happens when coaching is embedded at every level of an organization, creating a ripple effect that transforms teams, departments, and entire businesses. ### Why This Matters: The Business Case for Coaching at Scale - Organizations with strong coaching cultures see 13% higher revenue growth than their peers (ICF Study) - Companies that implement coaching at all levels experience 21% higher performance on key business indicators (Gallup Report) - Coaching cultures result in 12% higher employee engagement, leading to better retention and performance (HBR) This isn’t just a “nice to have.” Coaching cultures are a strategic advantage. Let’s break down why developing one manager isn’t enough, and how organizations can create sustainable leadership growth at scale. ## The Coaching Ripple Effect: Beyond Individual Development ### How One Coached Manager Impacts an Entire Team When a manager is coached, it doesn’t stop with them. Their direct reports experience noticeable improvements in their work experience, engagement, and performance. #### What the ICF Research Found - 91% of direct reports see improvements in their own skills and mindset when their manager is coached (ICF Study) - Managers who receive coaching for 7+ months create stronger ripple effects compared to those with shorter coaching experiences (Forbes Coaches Council) - Employees who work under coaching-focused managers report greater psychological safety, trust, and team performance (McKinsey Report) ## How to Roll Out Coaching Across Your Organization To ensure coaching spreads effectively and aligns with business goals, organizations should follow a structured approach based on Boon’s four core offerings: ### Step 1: Develop Senior Leaders with Boon Exec - Who it’s for: Executives & senior leadership teams - What it includes: 1:1 executive coaching with 3 to 5 stakeholder interviews, plus a formal Boon 360 in the six-month option - Why it matters: Coaching must start at the top, leaders set the tone for the rest of the organization, enabling the Cascading Coaching Model to take effect. ### Step 2: Train Emerging Leaders with Boon Grow - Who it’s for: Mid-level managers & high-potential emerging leaders - What it includes: A 12-session 1:1 coaching program with embedded 4-6 group coaching sessions, tracking pre/post skill development - Why it matters: Managers need structured coaching to drive effective leadership behaviors within teams and reinforce the cascade. ### Step 3: Scale Coaching to All Employees with Boon Scale - Who it’s for: Entire organization (opt-in coaching for employees at all levels) - What it includes: Confidential, 1:1 coaching in 30-minute sessions, covering both professional growth & mental health - Why it matters: True coaching cultures ensure that everyone has access to coaching, not just leadership. This step ensures the cascade continues at all levels. ### Step 4: Reinforce Coaching Culture with Boon Together - Who it’s for: Company-wide workshops, team-based learning, & peer coaching - What it includes: Custom group coaching solutions like Leadership 101, new manager workshops, and mental health series - Why it matters: Embeds coaching deep into company culture, sustaining it long-term. This step closes the loop on the coaching cascade, ensuring a self-sustaining system. ## Additional Strategies to Sustain a Coaching Culture ### Measure Coaching’s Impact on Business Metrics - Track coaching’s effect on employee engagement, retention, and leadership readiness. - Use pre/post skill assessments to quantify leadership growth. ### Encourage a Peer-to-Peer Coaching Mindset - Train managers to coach each other through structured peer coaching. - Implement mentorship programs to foster coaching at all levels. ### Embed Coaching into Daily Workflows - Encourage leaders to use coaching techniques in everyday conversations. - Provide AI-driven coaching resources for just-in-time support. ### Industry Research on Coaching ROI - Organizations with structured coaching programs report 14% higher productivity (Gallup). - Companies investing in leadership development see 4x higher revenue growth (McKinsey). ## Conclusion: Coaching as an Organizational Imperative Developing one manager isn’t enough, organizations must scale coaching at every level to see real impact. The coaching ripple effect is a force multiplier, driving better leadership, engagement, and business outcomes. ### Final Takeaways: ✅ Leadership development should extend beyond individual managers** **✅ Coaching creates measurable business benefits (higher revenue, engagement, retention) ✅ A coaching culture must be embedded in leadership expectations and reinforced daily ✅ Boon Scale: Coaching should be accessible to all employees, not just executives (Boon Scale) ✅ Boon Together: Group coaching ensures long-term sustainability (Boon Together) Organizations that invest in coaching at scale will outperform their competitors, retain top talent, and build a resilient, high-performing workforce. The question isn’t “Should we coach our managers?”, it’s “How can we ensure coaching reaches every level of our organization?” NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### How Companies Can Scale Leadership Growth Without Burning Out Their Teams Leadership Development Is Broken Scaling leadership growth is one of the biggest challenges organizations face. Traditional leadership programs often focus on intensive training, offsites, and coaching initiatives that require significant time investment from already overloaded managers. The resu... Mar 16, 2025 ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ### What Is Leadership Coaching? A Complete Guide Leadership coaching is a structured, one-on-one development process where a trained coach helps leaders build specific skills, improve their effectiveness, and achieve measurable goals. Mar 22, 2026 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Coaching Managers Through Imposter Syndrome | Boon" description: "Explore imposter syndrome and its effects on leadership confidence. Discover tips to overcome self-doubt and thrive professionally." source: "https://www.boon-health.com/learn/blog/how-coaching-helps-managers-overcome-imposter-syndrome-lead-with-confidence" -------------------------------------------------------------------------------- # How Coaching Helps Managers Overcome Imposter Syndrome & Lead with Confidence Imposter syndrome fuels burnout, coaching helps managers develop confidence, trust their leadership, and thrive. Boon Author March 2, 2025 Published ### Even the Best Leaders Struggle with Self-Doubt “Am I really qualified for this?” “What if my team realizes I don’t have all the answers?” “I got lucky, someone else would do this job better.” Sound familiar? You’re not alone. Up to 70% of professionals experience imposter syndrome at some point in their careers, including highly successful managers and executives. Here’s the truth: Confidence isn’t about knowing everything, it’s about trusting yourself to lead through uncertainty. And that’s exactly where coaching makes all the difference. Why Many Managers Struggle with Imposter Syndrome - New managers feel unprepared for leadership. - Experienced managers doubt their impact. - High performers attribute success to “luck” instead of skill. Imposter syndrome undermines leadership confidence, leading to hesitation, overworking, and fear of failure. The good news? Confidence isn’t something you’re born with, it’s something you build. How Coaching Helps Managers Develop Leadership Confidence ### 1. Reframing Self-Doubt as Growth Great leaders don’t avoid challenges, they embrace them. Coaching helps managers: - Recognize self-doubt without letting it control decisions. - Shift from “I’m not ready” to “I’m learning.” - Celebrate progress, not just perfection. ### 2. Strengthening Decision-Making Skills Confidence comes from trusting your own judgment. Coaching supports leaders by: - Providing frameworks to make clear, strategic decisions. - Helping managers balance data with intuition. - Turning uncertainty into action. ### 3. Developing an Authentic Leadership Style Confidence isn’t about acting like someone else, it’s about leading in a way that feels natural. Coaching helps managers: - Leverage their unique strengths. - Improve communication and executive presence. - Lead with authenticity instead of comparison. ### 4. Managing Stress & Leadership Pressure High expectations can trigger self-doubt and burnout. Coaching provides tools to: - Set boundaries and manage workload stress. - Build resilience in high-pressure situations. - Stay grounded, even in uncertainty. Confidence Starts with Coaching The best leaders aren’t fearless, they’ve simply learned how to move forward despite their doubts. At Boon, our coaching programs help managers develop unshakable confidence, overcome imposter syndrome, and lead with clarity. 📢 Want to learn more? 🚀 Download our Whole-Manager Playbook for leadership confidence strategies. 📅 Join our upcoming webinar on March 13th: From Manager to Leader: Coaching Strategies for 2025. 📩 Ready to lead with confidence? Schedule a demo. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Leading Without Burning Out: Self-Care Strategies for Managers Burnout drains leadership impact, great managers prioritize self-care to lead with energy, clarity, and confidence. Feb 24, 2025 ### The Cost of Bad Managers What bad managers cost a company, and how coaching changes their trajectory. Feb 8, 2025 ### Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams, they lead themselves first with emotional intelligence and resilience. ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Scale Leadership Growth Without Burnout | Boon" description: "How to scale coaching across every level without burning out your team." source: "https://www.boon-health.com/learn/blog/how-companies-can-scale-leadership-growth-without-burning-out-their-teams" -------------------------------------------------------------------------------- # How Companies Can Scale Leadership Growth Without Burning Out Their Teams Leadership Development Is Broken Scaling leadership growth is one of the biggest challenges organizations face. Traditional leadership programs often focus on intensive training, offsites, and coaching initiatives that require significant time investment from already overloaded managers. The resu... Boon Author March 16, 2025 Published ## Introduction: Leadership Development Is Broken Scaling leadership growth is one of the biggest challenges organizations face. Traditional leadership programs often focus on intensive training, offsites, and coaching initiatives that require significant time investment from already overloaded managers. The result? Burnout, disengagement, and inconsistent impact. Companies need a new approach, one that expands leadership capacity without overwhelming teams, integrates into existing workflows, and supports both business objectives and employee well-being. ### Why This Matters - 67% of managers report feeling burned out at work. (Gallup) - Only 10% of employees strongly agree that their company provides effective leadership development. (Deloitte) - Companies that prioritize scalable leadership development see 4x higher revenue growth and 25% lower turnover. (McKinsey) The solution? A leadership development system that grows with your organization, without adding excessive pressure on managers and teams. ## Why Traditional Leadership Development Fails (and Leads to Burnout) Many companies rely on outdated leadership development models that create more problems than they solve. Common mistakes include: ### ❌ One-Size-Fits-All Training Programs - Leadership programs often treat all managers the same, forcing rigid, time-consuming training that doesn’t fit their actual needs. - Better Alternative: Offer personalized development tracks based on career stage, leadership challenges, and learning preferences. ### ❌ Overloading Managers with Too Many Responsibilities - Most leadership training assumes managers can “just find the time” to develop skills on top of existing workloads. - Better Alternative: Integrate leadership development into daily workflows, rather than adding separate, time-consuming tasks. ### ❌ Lack of Ongoing Reinforcement - One-off training events or workshops rarely lead to sustained leadership growth. - Better Alternative: Leadership development should be continuous, using peer coaching, mentoring, and on-demand resources. ### ❌ No Clear ROI or Business Impact - Many companies struggle to measure whether leadership development actually improves team performance, retention, or engagement. - Better Alternative: Use pre/post assessments, 360 feedback loops, and employee engagement surveys to track progress. To avoid these common pitfalls, companies need a scalable, flexible leadership growth model, one that provides impact without adding unnecessary stress. ## How to Scale Leadership Development Without Overloading Teams ### 1. Shift from Intensive Training to Embedded Coaching Instead of long, one-off training sessions, companies should embed coaching into daily leadership practices. - Leverage micro-coaching sessions (15-30 min) rather than multi-hour workshops. - Use just-in-time coaching models, where leaders get guidance when they need it, rather than on a fixed schedule. - Encourage managers to coach each other through structured peer learning. ### 2. Create a Leadership Growth Ecosystem Leadership growth should be a system, not a series of disconnected training sessions. A scalable model includes: ✅ Executive coaching for senior leaders to model great leadership (Boon Executive Coaching). ✅ Structured coaching for mid-level managers, combining 1:1 and group coaching (Boon Grow). ✅ On-demand 1:1 coaching for all employees, covering growth and the pressures that affect performance (Boon Scale). ✅ Ongoing leadership workshops and peer coaching (Boon Together). ### 3. Make Leadership Development Optional Forcing managers into rigid training programs increases stress and resentment. Instead, create opt-in leadership development opportunities with: - Self-paced coaching options where managers choose when and how to engage. - On-demand resources like short leadership videos, toolkits, and reflection exercises. - A mix of structured and flexible coaching to accommodate different learning styles. ### 4. Support Leadership Growth with Peer Learning & Mentorship One of the best ways to scale leadership without burnout is to use the expertise within your company: - Peer coaching networks where managers support each other’s development. - Mentorship programs to build connections between senior and emerging leaders. - Leadership roundtables for open discussions on common challenges. ## Conclusion: Leadership Growth Without Burnout Is Possible Scaling leadership growth doesn’t have to come at the expense of your people. Companies that embed coaching into their culture, rather than forcing it as an add-on, see stronger leadership pipelines, lower turnover, and better business performance. ### Final Takeaways: ✅ **Leadership growth should be embedded, not additional work. **✅ **Coaching must be accessible at all levels, not just executives. **✅ **Structured programs prevent burnout and drive sustainable change. **✅ Scaling leadership means creating a culture of coaching, not just training. Organizations that implement a scalable, coaching-driven leadership system will future-proof their workforce, retain top talent, and drive long-term success. Looking to scale leadership growth in your company? Learn how Boon can help. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### The Leadership Ripple Effect: Why Developing One Manager Isn't Enough Leadership Development Is Broken Most companies invest in leadership development the wrong way. They coach individual managers in isolation, expecting those changes to ripple outward. But ICF research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizati... Mar 16, 2025 ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ### Leadership Development: What Works When You're Building Leaders at Scale Most leadership development programs fail because they treat development as a one-time event. Here's what actually works when you're building leaders at scale. Apr 1, 2026 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "The business case for coaching | Boon" description: "A business case for coaching template for HR leaders: how to show executives the ROI, the retention impact, and the plan to scale leadership coaching." source: "https://www.boon-health.com/learn/blog/the-business-case-for-coaching" -------------------------------------------------------------------------------- # The business case for coaching Build executive buy-in with this business case for coaching template. Show ROI, improve retention, and scale leadership coaching effectively. Boon Author October 15, 2025 Published ## Building a business case for coaching: a complete template for HR leaders Are you trying to convince your leadership team to invest in coaching, but struggling to show the ROI? You’re not alone. HR leaders often know the impact coaching can have on retention, engagement, and performance, but executives want hard numbers. That’s why building a business case for coaching is essential. In this post, we’ll give you a ready-to-use business case for coaching template that ties leadership development directly to financial outcomes. Use it to secure executive buy-in, launch a pilot program, and scale coaching as a strategic driver of business growth. When the request is a dollar figure, pair this template with the worksheet for getting executives to approve a leadership development budget. ## How to quickly and simply explain the impact on investing in professional development to execs Coaching has become one of the most effective tools for leadership development, employee engagement, and retention. Yet, many HR leaders still struggle to secure executive buy-in and budget for scalable coaching programs. This guide walks you through how to make a business case for coaching, why traditional leadership development falls short, and a step-by-step framework you can adapt as your own template for pitching coaching inside your organization. ### Why coaching matters now HR leaders are under constant pressure to: - Develop strong leaders - Improve retention - Enhance engagement - Prove ROI on talent investments Unfortunately, traditional training models rarely scale effectively. They often burden managers and HR teams instead of providing long-term, measurable support. Coaching offers a modern alternative: it drives measurable improvements in retention, engagement, and leadership effectiveness. With the right framing, HR leaders can connect coaching directly to business outcomes, making it a strategic initiative rather than just a “people program.” ## Why traditional leadership development falls short Common approaches like generic manager training, executive coaching for a select few, or on-demand e-learning don’t deliver lasting impact: - Forgetting-curve research dating back to Ebbinghaus shows learners forget 75% of training within six days if not applied. - Most online leadership training never gets finished. - Emerging leaders often remain underdeveloped, creating retention and readiness risks. By contrast, democratized coaching integrates into workflows, scales across levels, and reinforces accountability with real-time feedback. ## Customer story: transforming leadership development with coaching A high-growth tech company with 100+ employees faced challenges including: - Leadership gaps in delegation, feedback, and strategic thinking - Employee disengagement - Retention risks due to limited growth opportunities After implementing Boon Grow’s coaching solution, they saw measurable results: - 12-session leadership coaching for emerging leaders - Skill tracking before and after coaching - Custom impact reporting showing business outcomes ### Measurable impact (within six months) According to the chart on page 5: - +106% improvement in giving and receiving feedback - +67% improvement in time management & productivity - +52% improvement in adaptability & resilience - 96% client satisfaction rate ## Coaching ROI Calculator Estimate the potential return on investment from a coaching program. Leaders leaving annually: Disengaged employees: Ineffective managers: Leadership roles filled externally: Calculate ROI Based on industry research: Coaching increases retention by 30-50%, boosts engagement 3x, and improves leadership performance by 40% (ICF, Gallup). ## A 4-step framework to build your business case Use this step-by-step roadmap as a business case for coaching template inside your organization: ### Step 1: Identify key business challenges Highlight issues like turnover, disengagement, or ineffective managers. Use data from your own org and pinpoint the exact cost of inefficiencies in these areas. ### Step 2: Tie coaching directly to business outcomes Use metrics and research. For example, a 10% increase in engagement = $2,400 more profit per employee annually (Gallup). ### Step 3: Address the limitations of traditional training Show why past solutions failed and how coaching delivers long-term behavior change. ### Step 4: Build a pilot program for proof of concept Run a 6-month coaching pilot with a targeted group. Track retention, performance, and engagement before and after. Use results to expand company-wide. ## Coaching as a business growth strategy Scaling coaching isn’t just about leadership development, it’s about future-proofing your business. Key takeaways: - Coaching reduces turnover costs and improves retention. - Coaching drives engagement, productivity, and performance. - Coaching supports the whole person, resilience, confidence, well-being. - Traditional training is outdated. Democratized coaching is the scalable, modern solution. ## Next steps: build your coaching strategy Ready to bring coaching into your organization? Start by: - Mapping coaching to your company’s challenges - Quantifying ROI for your CFO and leadership team - Launching a pilot program with measurable outcomes If you own this agenda as a people leader, Boon's leadership development for CHROs is built to turn this business case into a program your executive team will fund. With the right business case for coaching template, you’ll be able to secure executive buy-in and create a scalable, impactful program that supports both business growth and employee well-being. Ebook: Building a Business Case for CoachingDownload NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### What Is Leadership Coaching? A Complete Guide Leadership coaching is a structured, one-on-one development process where a trained coach helps leaders build specific skills, improve their effectiveness, and achieve measurable goals. Mar 22, 2026 ### Executive Leadership Coaching: What It Is & Why It Works Executive leadership coaching pairs senior leaders with experienced coaches to sharpen decision-making, expand influence, and drive organizational results. Mar 31, 2026 ### Leadership Skill Gaps For scaling businesses, people are everything. Yet half of employees who leave don’t quit because of the job, they quit because of their manager. In fact, 82% of managers step into leadership roles with zero training, and 85% report feeling overwhelmed or underprepared in their first leadership p... Sep 7, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "The Boon Advantage: How Business Coaching Unlocks Team Potential | Boon" description: "Let’s get real: most companies say “our people are our greatest asset,” but then funnel all their development dollars into a handful of execs at the top." source: "https://www.boon-health.com/learn/blog/the-boon-advantage-how-business-coaching-unlocks-team-potential" -------------------------------------------------------------------------------- # The Boon Advantage: How Business Coaching Unlocks Team Potential Let’s get real: most companies say “our people are our greatest asset,” but then funnel all their development dollars into a handful of execs at the top. Meanwhile, the rest of the team, those actually doing the work, are left to figure it out alone. Boon Author April 23, 2025 Published That’s the problem Boon was built to solve. ## Coaching that Actually Scales At Boon, we believe everyone deserves access to the kind of personalized coaching that drives real growth, not just C-suite leaders or high-potentials handpicked by HR. That’s why we built a platform that democratizes development with flexible, high-impact coaching programs like: - Boon Grow, For rising leaders ready to level up through cohort-based learning, 1:1 coaching, and real-world skill application. - Boon Scale, Opt-in support for every employee, covering everything from career clarity to confidence at work. - Boon Exec, Structured executive coaching with 360 reviews and diagnostics that don’t just check boxes, they unlock transformation. - Boon Together, Group coaching to build trust, improve communication, and tackle real team challenges in real time. No corporate jargon. No cookie-cutter content. Just real coaching for real humans. ## Better People = Better Business Here's the truth most traditional L&D programs won’t say out loud: people don’t grow from PowerPoints and one-off manager trainings. They grow from conversations, the kind where they’re seen, challenged, and supported by someone who actually knows what they’re doing. When employees feel better, they perform better. When managers are coached, they lead better. And when teams have a shared language for development, culture shifts, fast. Let’s talk outcomes: - One of our clients saw new manager attrition drop by 35% after rolling out Boon coaching. - Another saw a 20% increase in team productivity, not from longer hours, but from better communication. - And most importantly, employees report feeling more confident, clear, and connected to their work. ## Coaching Isn’t Just a Perk, It’s a Performance Strategy Boon isn’t a wellness add-on or a “nice-to-have” benefit. It’s a performance driver, built to support the humans behind your KPIs. We coach the whole person, not just the job title. Because let’s face it: the best business strategy is a fully supported team. ### TL;DR: The Boon Advantage - Coaching should be for everyone, not just execs - Traditional leadership development isn’t cutting it - Boon makes coaching affordable, scalable, and impactful - Investing in people = investing in performance So, what would your company look like if everyone had a coach? We’re ready when you are. Let’s unlock your team’s potential, together Schedule a demo. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ### How Companies Can Scale Leadership Growth Without Burning Out Their Teams Leadership Development Is Broken Scaling leadership growth is one of the biggest challenges organizations face. Traditional leadership programs often focus on intensive training, offsites, and coaching initiatives that require significant time investment from already overloaded managers. The resu... Mar 16, 2025 ### Manager as Coach: How to Build a Coaching Culture That Sticks "Manager as coach" means developing people through questions and feedback instead of orders. Here's why most companies fail at it, and what actually works. Jun 17, 2026 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Resilience as a Metric | Boon" description: "Explore the power of resilience for a happier, more fulfilling life. Discover how resilience can improve longevity, mental health, and overall satisfaction." source: "https://www.boon-health.com/learn/blog/resilience-as-a-metric" -------------------------------------------------------------------------------- # Resilience as a Metric Measuring resilience offers insights into employee well-being and informs targeted support strategies. Boon Author December 2, 2020 Published ## Why Resilience? Firstly, at Boon, we believe that resilience is the best predictor of a happy, full life. It is associated with longevity, lower rates of depression, and greater satisfaction with life (Harvard Health Publishing, 2017). Moreover, research confirms that increases in employee resilience contribute to the following: - Improved work performance (self and supervisor rated) - Higher levels of motivation and effort at work - Job satisfaction and happiness - Greater commitment to the employer Additionally, increased resiliency can improve coping abilities for those with existing mental health conditions (Mayo Clinic, 2020). Resilience training assists 9/11 survivors and military veterans in managing their stress and dealing with severe trauma (Newman, 2005). Therefore, in light of this research and practice, Boon has chosen resilience as our main metric for success and progress for clients. ## Our Measure of Resilience Boon uses the Connor-Davidson Resilience Scale (CD-RISC-10) to track the resiliency of clients over time. Clients complete the CD-RISC-10 over time: before their first coaching session through the Boon Welcome Survey and again after every six coaching sessions. The CD-RISC-10 is one of the most academically accepted surveys for measuring resilience. The CD-RISC was created to assess resilience over time in adult and child populations diagnosed with PTSD and has been established as valid and reliable across populations. Scoring: Scoring of the scale is based on summing the total of all items, each of which is scored from 0-4. Then, for the CD-RISC, the total score ranges from 0-40 with lowest to highest quartiles being: - Quartile 1: 0-29 - Quartile 2: 30-32 - Quartile 3: 33-36 - Quartile 4: 37-40 In the US, the average score is 32 for the general population. Examples: A score of 28 would place an individual in the lowest 25% of resilience. A score of 36 would be in the third quartile, and 25% of the population would score higher. ## Illustrative Results To-Date Employees who use Boon’s coaching services average a 20% improvement in their CD-RISC 10 resilience score after just six coaching sessions with their Boon coach. Schedule a Demo NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Employee Growth Strategy: Insights from 2024 to Shape Your 2025 Approach AI-driven changes highlight the need for human-centric employee growth strategies focused on resilience and personalization. Dec 17, 2024 ### Progress Pillars: Mapping Out Small and Large Goals Achieve goals by setting incremental milestones, celebrating small victories, and maintaining a mastery mindset. Aug 15, 2023 ### Data-Backed Ways to Build Resilience Personalized coaching enhances employee resilience, leading to higher engagement and reduced absenteeism. Jul 22, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Great Managers Use the Whole-Manager Approach | Boon" description: "Discover the key traits of great managers in 2025. Learn how leadership is evolving to include mentoring, motivation, and well-being." source: "https://www.boon-health.com/learn/blog/great-managers-use-the-whole-manager-approach" -------------------------------------------------------------------------------- # Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams, they lead themselves first with emotional intelligence and resilience. Boon Author February 8, 2025 Published ## Leadership Is Changing, Are You Keeping Up? Gone are the days when being a great manager was just about hitting KPIs, delegating tasks, and running efficient meetings. In 2025, leadership demands more. Today’s best managers aren’t just strategists and decision-makers, they’re also mentors, motivators, and champions of well-being. At Boon, we call this the Whole-Manager Approach, because leadership success isn’t just about what you do; it’s about who you are and how you lead. Why Leadership Success Requires More Than Just Technical Skills Traditional leadership training focuses on strategy, execution, and performance metrics. While these are essential, they don’t address the human side of leadership, things like self-awareness, emotional intelligence, and resilience. Here’s the truth: A manager’s personal growth directly impacts their leadership effectiveness. If a leader is overwhelmed, burned out, or disconnected from their team, it doesn’t matter how good their strategy is, the team won’t thrive. Simply put, the best managers in 2025 will master both technical skills and self-awareness. The Whole-Manager Framework: Leading from the Inside Out At Boon, we believe great managers don’t just lead teams, they lead themselves first. That’s why our Whole-Manager Framework focuses on three key areas: ### 1. Emotional Intelligence: The Foundation of Leadership Managers with high EQ (emotional intelligence): - Communicate with empathy and clarity. - Build trust and strong relationships. - Navigate conflict without damaging morale. ### 2. Resilience & Self-Management: Leading Without Burning Out A burned-out manager leads to a disengaged team. The best leaders: - Set boundaries and protect their energy. - Prioritize self-care alongside team care. - Use coaching techniques to build resilience under pressure. ### 3. Growth Mindset & Confidence: Overcoming Imposter Syndrome Many managers doubt their leadership abilities, even at senior levels. Thriving leaders: - View challenges as opportunities for growth. - Continuously develop their leadership skills. - Seek coaching and mentorship to refine their approach. How Coaching Helps Managers Grow Personally & Professionally Leadership isn’t a one-size-fits-all journey. That’s why coaching is one of the most powerful tools for manager development. Through personalized coaching, managers can: - Identify and overcome blind spots that hold them back. - Develop a leadership style that’s authentic and effective. - Gain the confidence to make tough decisions and inspire their teams. At Boon, our ICF-accredited coaches specialize in helping leaders build the skills, and the mindset, needed to thrive in 2025. Are You Ready to Become a Whole-Manager? If you want to lead with confidence, avoid burnout, and build stronger teams, it’s time to embrace the Whole-Manager Approach. 📩 Let’s chat! Want to explore how Boon’s coaching can transform your leadership? Schedule a demo. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Leadership Skill Gaps For scaling businesses, people are everything. Yet half of employees who leave don’t quit because of the job, they quit because of their manager. In fact, 82% of managers step into leadership roles with zero training, and 85% report feeling overwhelmed or underprepared in their first leadership p... Sep 7, 2025 ### Leading Without Burning Out: Self-Care Strategies for Managers Burnout drains leadership impact, great managers prioritize self-care to lead with energy, clarity, and confidence. Feb 24, 2025 ### Employee Growth Strategy: Insights from 2024 to Shape Your 2025 Approach AI-driven changes highlight the need for human-centric employee growth strategies focused on resilience and personalization. Dec 17, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Why High Performers Burn Out (and How to Prevent It) | Boon" description: "Burnout isn’t just happening to the overwhelmed or the disengaged. It’s hitting your highest performers, the ones you rely on most. The ones who say yes." source: "https://www.boon-health.com/learn/blog/why-high-performers-burn-out-and-how-to-prevent-it" -------------------------------------------------------------------------------- # Why High Performers Burn Out (and How to Prevent It) Burnout isn’t just happening to the overwhelmed or the disengaged. It’s hitting your highest performers, the ones you rely on most. The ones who say yes. The ones who rarely ask for help. And by the time you notice, it’s often too late. So why are high performers burning out? And more importantly,... Boon Author May 20, 2025 Published Let’s be real: Burnout isn’t just happening to the overwhelmed or the disengaged. It’s hitting your highest performers, the ones you rely on most. The ones who say yes. The ones who rarely ask for help. And by the time you notice, it’s often too late. So why are high performers burning out? And more importantly, what can you actually do about it? ## The Burnout Paradox High performers are often the most at risk for burnout, not because they’re incapable, but because they’re over-reliable. Here’s what’s really going on: - They’re over-leveraged. When you’re good at your job, you get more work. When you’re great, you get the work no one else can do. That creates a vicious cycle of pressure and over-responsibility. - They don’t want to let others down. High performers internalize expectations. They often tie their self-worth to achievement and fear disappointing others more than burning themselves out. - They’re under-supported. Being capable doesn’t mean they don’t need coaching, feedback, or space to grow. Most high performers are flying solo at altitudes where turbulence is inevitable. - They’ve outgrown the basics. Traditional development programs are often too generic to challenge or support high achievers. They need something more tailored, more nuanced, more human. ## Here’s what doesn’t work: - Telling them to “just take a vacation” - Offering access to yet another meditation app - Waiting until they ask for help (spoiler: they won’t) These are reactive solutions to a systemic problem. ## Here’s what does: Human-centered coaching At Boon, we believe burnout prevention isn’t about pushing less, it’s about supporting more. High performers need more than platitudes. They need personalized, real-time development that meets them where they are. That’s where coaching comes in. With Boon, we help organizations: - Identify hidden strain points before burnout takes hold - Support high performers with 1:1 coaching that tackles both career growth and personal resilience - Create cultures where asking for help is a strength, not a weakness - Equip managers with the tools to recognize burnout early, in themselves and their teams ## Performance without burnout isn’t a pipe dream. It’s a coaching strategy. Your best people shouldn’t have to choose between high achievement and personal well-being. With scalable coaching solutions like Boon Scale and Boon Grow, you can embed burnout prevention directly into the employee experience, not as a perk, but as a performance investment. The operating version of that idea is how companies can scale leadership growth without burning out their teams. Because when high performers feel supported, they don’t just stay, they thrive. ### Ready to stop burnout before it starts? Let’s talk about how Boon can help. Get in touch or Learn more about Boon Grow & Scale. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### How Companies Can Scale Leadership Growth Without Burning Out Their Teams Leadership Development Is Broken Scaling leadership growth is one of the biggest challenges organizations face. Traditional leadership programs often focus on intensive training, offsites, and coaching initiatives that require significant time investment from already overloaded managers. The resu... Mar 16, 2025 ### Burnout Isn’t Normal: How Employers Can Get Ahead of It Prevent burnout by promoting work-life balance, recognizing stress signs, and providing mental health resources. Jun 11, 2024 ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Introducing the 5 Stages of People Development Maturity | Boon" description: "The five stages of people development maturity, from reactive to fully embedded: how to tell where your organization is and what the next stage takes." source: "https://www.boon-health.com/learn/blog/introducing-the-5-stages-of-people-development-maturity" -------------------------------------------------------------------------------- # Introducing the 5 Stages of People Development Maturity Not every company invests in people development the same way. We created a five-stage maturity framework to help organizations benchmark where they stand and build a roadmap for what comes next. Boon Author July 1, 2025 Published ## How to Identify Where You Are, and What It Takes to Level Up In a business climate where talent is your biggest advantage, or your biggest risk, how you develop your people matters more than ever. The most successful organizations don’t just invest in leadership training or run a few employee engagement surveys. They have mature, integrated people development strategies that drive measurable outcomes in retention, performance, and innovation. But not every company is there yet. That’s why we created the People Development Scorecard, a fast, insightful pulse check that helps organizations benchmark their leadership, feedback culture, and internal mobility against top-performing companies. And it’s also why we’re introducing The 5 Stages of People Development Maturity, a new framework to help you understand where your company stands, and how to move forward. ## Stage 1: Reactive At this stage, people development is ad hoc. Leadership issues are addressed only when they become problems. Coaching, if it exists, is reserved for senior leaders or under-performers. There's little clarity on career growth or talent mobility. ### Common traits: No clear leadership pipeline High manager burnout or attrition Engagement and retention are declining Learning is fragmented or optional Your next move: Get a baseline. Use tools like the People Development Scorecard to assess your biggest gaps, and prioritize quick wins like manager coaching or career pathing clarity. ## Stage 2: Programmatic Here, the organization has some formal training or engagement programs in place, often led by HR or L&D, but they’re siloed, inconsistent, or outdated. The focus is on compliance or coverage, not impact. Leadership training exists, but feels disconnected from real work Employees don’t see clear growth paths Feedback culture is surface-level Coaching is offered, but not widely used Your next move: Start shifting from training events to development systems. Consider scalable coaching models that embed into daily workflows and focus on real behavior change. ## Stage 3: Strategic At this point, people development is linked to business priorities. Coaching is offered beyond executives. Managers are getting the tools to lead well. There's movement in internal mobility, and employee growth is a tracked metric. Leadership development aligns with company goals Managers are supported with feedback and coaching Clear career pathways exist Talent is retained and promoted from within Your next move: Double down on personalization. Use diagnostic tools (like 360s or Hogan assessments) and pulse data to tailor programs for maximum impact. ## Stage 4: Embedded Development is not just strategic, it’s embedded in the culture. Feedback flows across levels. Leaders model vulnerability and learning. Coaching is democratized, and development isn’t just for the high-potentials, it’s for everyone. Continuous feedback and coaching are the norm Internal promotions are common and celebrated Wellbeing and performance are seen as connected Learning is self-directed, but supported Your next move: Strengthen cross-functional development. Focus on change agility, inclusion, and building leadership at every level of the org. ## Stage 5: Transformational People development is a core part of the business model. The organization sees human potential as its most important asset, and it invests accordingly. Growth is seen not just as a professional journey, but a personal one. The result? Industry leadership, resilience, and long-term performance. Development data drives business decisions Coaching and mentorship are part of onboarding Culture supports experimentation, reflection, and growth - Employees feel psychologically safe and purpose-driven Your next move: Become a talent magnet. Share your success. Build external partnerships and thought leadership to keep evolving. ## Where Do You Stand? No matter where you are today, growth is possible. The key is knowing where you’re starting, and having a roadmap to help you move forward. That’s exactly what the People Development Scorecard delivers: - A personalized Strategic Development Blueprint - A Resource Optimization Guide to scale efficiently - A Benchmark Comparison against top-performing companies - An Implementation Roadmap for immediate traction ## Ready to Find Your Stage? Take the People Development Scorecard to get your pulse check. Because better people = better business. And it starts in the middle. Start the Scorecard Now NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ### What Is Leadership Coaching? A Complete Guide Leadership coaching is a structured, one-on-one development process where a trained coach helps leaders build specific skills, improve their effectiveness, and achieve measurable goals. Mar 22, 2026 ### The Boon Advantage: How Business Coaching Unlocks Team Potential Let’s get real: most companies say “our people are our greatest asset,” but then funnel all their development dollars into a handful of execs at the top. Meanwhile, the rest of the team, those actually doing the work, are left to figure it out alone. Apr 23, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Improve Onboarding with Coaching at Scale | Boon" description: "Ensure a successful onboarding process for new hires. Learn how to create a positive first impression and set the tone for their entire tenure." source: "https://www.boon-health.com/learn/blog/how-to-improve-onboarding-results-with-personalized-coaching-at-scale" -------------------------------------------------------------------------------- # How to Improve Onboarding Results with Personalized Coaching at Scale Personalized coaching enhances onboarding by clarifying roles, customizing training, and setting realistic expectations. Boon Author November 2, 2024 Published First impressions and first days. They can taint how we view the entirety of a thing. Or they can ensure we feel confident to hit the ground running Any kind of “first” is usually quick and short-lived. Firsts mark just a small percentage of an experience, but they can foreshadow what an individual expects moving forward. Onboarding at a new job is one of the many “firsts” we experience, and it affects how the initial 3-6 months will go for new hires. These months also often set the tone for the remainder of an employee’s tenure with the organization. Yet companies don’t invest enough in onboarding. ## Onboarding By The Numbers: It’s Not Great, Bob Onboarding processes are a differentiator between a workforce that loses or keeps their talent. In 2021, Gallup Analytics found that only 12% of U.S. employees believe “the company they work for has a satisfactory onboarding process.” An effective onboarding process can increase retention of new hires by 82%, as found by a well-known study for Glassdoor by Brandon Hall Group. At Amazon, onboarding isn't just a process, it's a critical strategy for success. When Boon CEO Alex Simmons sat down with Donna Alexander on our “Have a Better Day” podcast, she revealed that, when she was leading onboarding processes at the $1.8T company, there were three common assumptions she avoided. ## Three Common Assumptions HR Leaders Should Avoid ### 1. That Employees Know Their Role One major pitfall in onboarding is assuming new hires understand their role and the company’s operations regardless of title. Donna highlights that job titles like "account manager" can vary greatly across organizations, especially ones that are rapidly growing. To avoid confusion, Amazon ensures clarity from day one, providing detailed role descriptions and expectations. This proactive approach helps new hires hit the ground running, fully understanding their responsibilities. ### 2. That One-Size-Fits-All Works for Onboarding Every role and location requires a different onboarding approach. Customization is necessary and is one reason why a company like Amazon has scaled to over 30 countries. Their onboarding process is tailored to fit roles and teams. A personalized approach ensures that each employee gets the most relevant training and support. ### 3. Expecting Perfection from Day One Expecting perfection immediately sets unrealistic standards. Donna underscores that onboarding should allow room for learning and adaptation. Every new hire has a learning curve, so regular check-ins and feedback loops are integral to their process and helps them grow into their roles without undue pressure. ## So What Does Successful Onboarding Look Like Tests, quizzes and surveys are the easiest way to track things like productivity benchmarks, milestone competitions, ramp-up times, or other critical metrics important to the team the employee is joining. This is also the easiest way to identify common areas where new hires are struggling, which helps refine training materials. Recognize that new hires can vary in their productivity markers. Amazon's onboarding success hinges on clear, measurable milestones. Donna emphasizes the importance of 30, 60, and 90-day completion rates to ensure new hires are progressing as expected. Beyond these milestones, she also recommends tracking diversity, equity, inclusion (DEI) metrics, and manager satisfaction. This comprehensive approach helps Amazon not only onboard effectively but also foster an inclusive culture from day one. ### Is Your HR Team Short on Person Power? Or Need A Reboot or Some Perspective? Just like recently promoted managers, your new hires face novelty on a few different fronts, and will need time and support on their side to feel confident wading new waters solo. If you’re a company with a smaller HR team, or with onboarding and off-boarding SOPs still in development, coaching can often fill those gaps. Check out our case studies to envision how this could look at your company. Or request your free trial today to experience The Boon Effect firsthand. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### 3 Things To Remember When Promoting or Hiring New Managers Encourage delegation, protect time boundaries, and set realistic goals to support new managers' transitions. Aug 5, 2024 ### Data-Backed Ways to Build Resilience Personalized coaching enhances employee resilience, leading to higher engagement and reduced absenteeism. Jul 22, 2024 ### How to Prepare For Your Coaching Session Maximize coaching by setting clear objectives, being open to feedback, and engaging actively. Jun 8, 2022 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Leadership Coaching: How It Helps Achieve Your 2025 Goals | Boon" description: "How leadership coaching helps you hit your 2025 goals." source: "https://www.boon-health.com/learn/blog/leadership-coaching-how-it-helps-achieve-your-2025-goals" -------------------------------------------------------------------------------- # Leadership Coaching: How It Helps Achieve Your 2025 Goals Discover how leadership coaching helps leaders hit their 2025 goals with clarity and resilience. Boon Author January 20, 2025 Published Leadership in 2025 requires more than just ambition, it demands clarity, resilience, and actionable strategies. Leadership coaching offers the support, tools, and accountability leaders need to meet challenges head-on and achieve their goals. In this blog, we’ll explore why leadership coaching is a powerful tool for growth and how it can help you succeed in the year ahead. What Is Leadership Coaching? Leadership coaching is a personalized, goal-oriented process that helps leaders develop the skills and mindset needed to excel. It focuses on building self-awareness, tackling challenges, and creating actionable plans for professional and personal growth. Coaching empowers leaders to: - Clarify their vision: Define priorities and align them with organizational goals. - Enhance their skills: Strengthen decision-making, communication, and emotional intelligence. - Stay resilient: Navigate obstacles with confidence and adaptability. Why Leadership Coaching Is Essential for 2025 - Provides Clarity and Focus Coaching helps leaders break down complex goals into actionable steps, ensuring they stay aligned with their team’s and organization’s objectives. - Drives Accountability Regular coaching sessions include progress tracking and keeping leaders focused and motivated to achieve their goals. - Improves Resilience and Adaptability Coaching equips leaders with strategies to handle setbacks, manage stress, and remain productive in uncertain environments. - Strengthens Communication Effective communication is vital for leaders. Coaching helps refine messaging, foster trust, and build stronger relationships with teams and stakeholders. Real-Life Success with Leadership Coaching Leaders who embrace coaching often see transformational results. - Boosted Confidence: Leaders feel empowered to make tough decisions. - Improved Team Engagement: Better leadership leads to higher morale and productivity. - Faster Goal Achievement: Clear plans and accountability help leaders hit milestones more efficiently. Example: Emma, a C-suite executive, used leadership coaching to improve time management and delegation skills. By prioritizing strategic tasks and empowering her team, she increased efficiency and reduced burnout, both for herself and her team. Leadership Coaching and Your 2025 Goals Whether your 2025 goals involve scaling your business, improving team culture, or driving innovation, coaching for leaders provides the support and strategy you need to succeed. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### What Is Leadership Coaching? A Complete Guide Leadership coaching is a structured, one-on-one development process where a trained coach helps leaders build specific skills, improve their effectiveness, and achieve measurable goals. Mar 22, 2026 ### How Coaching Helps Managers Overcome Imposter Syndrome & Lead with Confidence Imposter syndrome fuels burnout, coaching helps managers develop confidence, trust their leadership, and thrive. Mar 2, 2025 ### Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams, they lead themselves first with emotional intelligence and resilience. Feb 8, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Leadership Skill Gaps | Boon" description: "Use Boon's proven playbook for developing managers into confident, effective leaders at every level as your business scales." source: "https://www.boon-health.com/learn/blog/leadership-skill-gaps" -------------------------------------------------------------------------------- # Leadership Skill Gaps For scaling businesses, people are everything. Yet half of employees who leave don’t quit because of the job, they quit because of their manager. In fact, 82% of managers step into leadership roles with zero training, and 85% report feeling overwhelmed or underprepared in their first leadership p... Boon Author September 7, 2025 Published ## Closing the Leadership Skill Gap: Why Scaling Tech Companies Can’t Afford to Wait ## The Leadership Problem in Fast-Growth Tech For scaling businesses, talent is everything. Yet half of employees who leave don’t quit because of the job, they quit because of their manager. In fact, 82% of managers step into leadership roles with zero training, and 85% report feeling overwhelmed or underprepared in their first leadership position. This problem is magnified in fast-growing tech companies, where speed and innovation are critical. High-performing individual contributors are promoted into leadership roles almost overnight, with little guidance on how to coach, delegate, or give feedback. The result? Teams feel unsupported, engagement drops, and the leadership pipeline starts to collapse before it even gets built. For HR and people team leaders, this is not just a talent issue, it’s a business-critical risk. The cost of underdeveloped leadership goes straight to the bottom line: weak managers drive 21% lower profitability, while low-trust workplaces are 50% less productive. Use Boon's proven playbook for developing managers with frameworks, exercises, and implementation timelines into develop confident, effective leaders at every level. Leadership Skill Gap One-PagerDownload ## The Real Skill Gaps Holding Managers Back Here are five critical skill gaps that repeatedly show up in first-time and untrained managers: - Feedback Avoidance 67% of managers are uncomfortable delivering constructive feedback, yet teams that receive regular, high-quality feedback perform better. - For scaling tech companies, where iteration and course-correction are part of daily life, this gap stifles learning and slows innovation. - Conflict Hesitation 57% of managers delay addressing conflicts until they escalate, while teams with healthy conflict practices improve effectiveness by 28%. - In distributed or hybrid teams, unresolved tension festers even more quickly, threatening culture and retention. - Delegation Resistance Managers spend over one-third of their time on tasks they should delegate, while strong delegators free up 8-12 hours weekly for strategic work. - In tech companies scaling headcount and scope, failure to delegate traps leaders in tactical work and stalls organizational agility. - Remote Micromanagement Remote teams with autonomy are 22% more productive, yet 71% of micromanaged employees are actively looking for new jobs. - With tech’s hybrid and global workforce realities, the cost of micromanagement is not just disengagement, it’s attrition of hard-to-replace talent. - Coaching Deficiency Most managers never receive real coaching, but teams with coached leaders achieve 27% higher goal attainment. - Without coaching, leaders default to command-and-control, a model that burns out employees in high-growth environments. For people teams, these skill gaps aren’t theoretical, they show up in performance reviews, exit interviews, and the stress levels of overextended managers. Download the free playbook for managers here! ## The Hidden Business Impact Leadership skill gaps compound quickly. Poor management erodes engagement, and disengaged teams churn. 70% of team engagement is directly tied to the manager. That means leadership quality is one of the single strongest predictors of whether talent stays, grows, or leaves. In tech industries, where top engineers, designers, and operators are in constant demand, weak leadership translates into both lost revenue and higher hiring costs. When bad leadership becomes embedded in company culture, the costs are exponential: - Productivity suffers. - Turnover skyrockets. - Employer brand weakens. Every month of delay in addressing leadership gaps means: - Valued team members start looking elsewhere. - Potential leaders hesitate to step up. - Competitors with stronger leadership pipelines pull ahead. For HR and L&D leaders already fighting attrition and burnout in competitive markets, this is an urgent challenge. ## Why Traditional Training Doesn’t Work Most companies respond by offering generic management training. But “one-and-done” workshops rarely stick, and busy managers can’t afford days away from their teams. Worse, training focused only on theory doesn’t help managers handle the real-world challenges they face daily. Scaling tech companies require more than surface-level programs. They need coaching that works: practical, specific, and embedded into managers’ real-time challenges. According to our data: - 82% of coached employees improve leadership skills. - Coaching delivers a 50% reduction in turnover for teams. - Companies with strong leadership programs are 3x more likely to outperform competitors. That’s not a “nice-to-have”, it’s a competitive edge. ## What HR and People Leaders Need to Prioritize If you’re spearheading L&D or HR at a fast-scaling tech company, the leadership pipeline can feel like a moving target. You’re balancing the urgent need to fill roles with the long-term imperative to build sustainable management practices. The most sustainable approach gives People teams one program to run, not four. Here’s where to focus: - Embed Feedback Practices Early Equip managers with frameworks to give and receive feedback consistently. Normalize it as part of the culture, not a quarterly ritual. - Create Safe Spaces for Conflict Coach leaders to address friction proactively. Build rituals that encourage debate while preserving psychological safety. - Teach Delegation as a Growth Strategy Show managers how delegating develops talent and creates leverage, not just workload redistribution. - Shift Remote Leadership From Surveillance to Trust Encourage outcome-based management. Train leaders to define goals clearly, then step back and let teams own execution. - Invest in Coaching, Not Just Training Provide managers with real-time, personalized coaching that ties directly to their daily challenges. This ensures that learning isn’t abstract, it’s applied. ## The Window of Opportunity Here’s the hard truth: managers don’t magically get better with time. Without intervention, they entrench bad habits, and the costs multiply. For scaling businesses, this window is even tighter. As new layers of management form, every leadership weakness cascades across multiple teams. Conversely, investing in leadership skills early creates a multiplier effect, stronger managers build stronger teams, who in turn deliver stronger results. ## Conclusion: Building the Whole Manager Scaling tech companies can’t afford to let leadership development lag behind growth. The data is clear: weak management erodes profitability, engagement, and retention. But the solution isn’t generic training, it’s coaching that empowers managers to tackle their real challenges in real time. That’s why Boon created The Whole Manager Playbook, a resource packed with frameworks, exercises, and implementation timelines designed to help companies develop confident, effective leaders at every level. If you’re ready to transform your leadership pipeline, don’t wait. Download “The Whole Manager Playbook” from Boon today and start building the managers your teams, and your business, deserve. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams, they lead themselves first with emotional intelligence and resilience. Feb 8, 2025 ### How Companies Can Scale Leadership Growth Without Burning Out Their Teams Leadership Development Is Broken Scaling leadership growth is one of the biggest challenges organizations face. Traditional leadership programs often focus on intensive training, offsites, and coaching initiatives that require significant time investment from already overloaded managers. The resu... Mar 16, 2025 ### The Leadership Ripple Effect: Why Developing One Manager Isn't Enough Leadership Development Is Broken Most companies invest in leadership development the wrong way. They coach individual managers in isolation, expecting those changes to ripple outward. But ICF research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizati... ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "2025 Employee Growth Strategy Insights | Boon" description: "Discover the key lessons and actionable strategies for shaping a future-ready employee growth strategy in the AI-driven workplace of 2025." source: "https://www.boon-health.com/learn/blog/employee-growth-strategy-insights-from-2024-to-shape-your-2025-approach" -------------------------------------------------------------------------------- # Employee Growth Strategy: Insights from 2024 to Shape Your 2025 Approach AI-driven changes highlight the need for human-centric employee growth strategies focused on resilience and personalization. Boon Author December 17, 2024 Published As we close the chapter on 2024, one theme stands out: employee growth strategies must keep pace with an AI-driven workplace. Organizations that invested in whole-person development and human-centric leadership thrived. Those that didn't struggled to adapt. In 2025, the winners will empower employees through personalized strategies that connect personal goals with professional growth. Here are the key lessons from 2024, along with practical steps you can take right now. ## Key Trends and Insights ### 1. AI Demands Human-Centric Leadership AI tools reshaped workflows in 2024 by automating routine tasks. Employees could focus on creative, strategic work. But leaders struggled to balance rapid tech change with team connection and purpose. Action: Equip leaders to embrace technology while fostering empathy, creativity, and collaboration. Boon's Edge: Boon coaching develops strategic vision while strengthening communication, emotional intelligence, and adaptability. ### 2. A Whole-Person Approach to Employee Development With AI handling routine tasks, employees wanted growth opportunities that matched their personal values and long-term goals. Organizations that blended professional and personal development retained top talent and built deeper loyalty. That works best when people take ownership of their career journey instead of waiting for a manager or a title change to define the next step. Action: Offer whole-person development programs that address professional challenges and personal well-being together. Boon's Edge: Boon coaching meets employees where they are, helping them navigate both workplace demands and personal aspirations. ### 3. Goal-Setting in an Agile Environment Agile teams and flexible work structures made traditional goal-setting feel outdated. Many organizations struggled to keep distributed teams aligned as priorities shifted. Action: Use goal-setting frameworks that adapt to change while keeping teams focused on core objectives. Boon's Edge: Through personalized coaching, leaders learn to set clear, adaptable goals that motivate teams to perform at their best. ### 4. Resilience as a Core Competency Uncertainty, AI disruption, and rapid change made resilience essential. Stress and fear of displacement showed the need for emotional agility and coping skills. Action: Build resilience through personalized coaching and mental well-being programs. Boon's Edge: Boon coaching equips employees to navigate uncertainty with confidence, building long-term resilience. ### 5. Personalization at Scale Employees now expect tailored support and individualized growth opportunities. Personalization is no longer a nice-to-have. It's the baseline. Action: Use scalable, tech-enabled coaching solutions that combine efficiency with a human touch. Boon's Edge: Boon blends AI tools with personalized coaching to deliver customized growth pathways at scale. ### 6. Data-Driven Decision-Making Organizations gained richer employee data through AI tools. But HR leaders needed meaningful analysis to turn that data into action. Action: Use coaching data to spot organizational challenges, strengths, and opportunities. Boon's Edge: Boon provides data-driven insights that help HR leaders measure coaching impact and refine their strategies. ## Actionable Strategies for 2025 ### 1. Equip Leaders for Human-Centric Leadership - Invest in coaching that develops empathy, creativity, and collaboration alongside technical skills. - Train leaders to manage hybrid teams while navigating AI-driven workflows. ### 2. Create a Resilient Workforce - Focus on emotional agility so employees can adapt confidently to AI-driven change. - Address stress, burnout, and displacement anxiety with tailored coaching programs. ### 3. Personalize Professional Development - Integrate scalable coaching solutions that offer customized support with AI-driven tools. - Combine human coaching with digital platforms for seamless, individualized development. ### 4. Use Coaching Data - Analyze themes and patterns from coaching sessions to uncover organizational challenges. - Use those insights to refine leadership programs and engagement strategies. ## Why a Whole-Person Approach Matters in 2025 AI is transforming work, but the need for human connection and growth is stronger than ever. Employees want more than career advancement. They want purpose, balance, and personalized support. At Boon, we believe holistic employee development drives long-term success. Our coaching programs help employees grow personally and professionally, unlocking their full potential in an AI-driven world. Ready to future-proof your employee growth strategy? Schedule a demo to explore how Boon's personalized coaching solutions can empower your workforce in 2025. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams, they lead themselves first with emotional intelligence and resilience. Feb 8, 2025 ### Progress Pillars: Mapping Out Small and Large Goals Achieve goals by setting incremental milestones, celebrating small victories, and maintaining a mastery mindset. Aug 15, 2023 ### Resilience as a Metric Measuring resilience offers insights into employee well-being and informs targeted support strategies. Dec 2, 2020 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Leading Without Burning Out: Self-Care Strategies for Managers | Boon" description: "Explore the impact of burning out on leadership and discover how self-care can enhance manager effectiveness." source: "https://www.boon-health.com/learn/blog/leading-without-burning-out-self-care-strategies-for-managers" -------------------------------------------------------------------------------- # Leading Without Burning Out: Self-Care Strategies for Managers Burnout drains leadership impact, great managers prioritize self-care to lead with energy, clarity, and confidence. Boon Author February 24, 2025 Published ### Great Leaders Don’t Just Manage Teams, They Manage Themselves We hear it all the time: “I’m always on. I can’t unplug. My to-do list never ends.” For managers, burnout isn’t a possibility, it’s a real risk. The pressure to support teams, hit goals, and make decisions can quickly lead to exhaustion, stress, and disengagement. Here’s the truth: You can’t lead effectively if you’re running on empty. That’s why the best managers in 2025 are prioritizing self-care as a leadership strategy, not just a luxury. Why Leadership Burnout Is Real (And Costly) 🚨 50% of managers experience burnout. 🚨 Burned-out leaders create disengaged teams. 🚨 Companies with high burnout see 2X higher turnover. Without proper stress management and boundaries, managers struggle to make decisions, support their teams, and stay engaged, which affects business outcomes. The solution? Self-care isn’t selfish, it’s a leadership skill. How to Prevent Leadership Burnout ### 1. Set Clear Boundaries (Without Feeling Guilty) A manager’s “always available” mindset leads straight to burnout. The best leaders: ✔️ Define work hours and stick to them. ✔️ Model healthy boundaries for their team. ✔️ Learn to say “no” without guilt. ### 2. Prioritize Energy Burnout isn’t just about hours worked, it’s about energy drained. Effective managers: ✔️ Take breaks without feeling unproductive. ✔️ Identify energy-draining tasks and delegate when possible. ✔️ Schedule deep work time for strategic thinking. ### 3. Build Emotional Resilience High-stress leadership roles require emotional intelligence and self-awareness. Managers can: ✔️ Practice mindfulness to manage stress. ✔️ Use coaching techniques to reframe challenges. ✔️ Recognize burnout signals before they escalate. ### 4. Get Support Through Coaching Even the best leaders need guidance. Coaching helps managers: ✔️ Develop self-awareness and emotional resilience. ✔️ Navigate stress and overwhelm with expert strategies. ✔️ Stay accountable for their own well-being. Boon Coaching: Helping Leaders Thrive (Not Just Survive) At Boon, we coach managers on how to lead without burning out, because great leadership starts with self-care, boundaries, and emotional intelligence. 📢 Want to learn more? 🚀 Download our Whole-Manager Playbook for self-care strategies that work. 📅 Join our upcoming webinar on March 13th: From Manager to Leader: Coaching Strategies for 2025. 📩 Ready to lead with confidence (without burnout)? Schedule a demo. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### How Coaching Helps Managers Overcome Imposter Syndrome & Lead with Confidence Imposter syndrome fuels burnout, coaching helps managers develop confidence, trust their leadership, and thrive. Mar 2, 2025 ### Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams, they lead themselves first with emotional intelligence and resilience. Feb 8, 2025 ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Data-Backed Ways to Build Resilience | Boon" description: "Discover the power of resilience in a changing world. Learn how to adapt, bounce back, and thrive in the face of challenges and uncertainty." source: "https://www.boon-health.com/learn/blog/data-backed-ways-to-build-resilience" -------------------------------------------------------------------------------- # Data-Backed Ways to Build Resilience Personalized coaching enhances employee resilience, leading to higher engagement and reduced absenteeism. Boon Author July 22, 2024 Published ## Your Employees Can Handle More Than You Think, if You Invest in Them ### It doesn’t have to cost a lot, but your workforce probably needs more personalized support. If there’s anything that COVID-19, “back again” recessions, and political uncertainty have taught the world lately, it’s that we are more resilient than we think. Forget worrying about job titles, RTO, or office perks for a moment. The workplace of the 2020s demands a high level of resilience from both employees and your organization at large. We live in interesting times, folks. For better or worse, the new normal is that employees and businesses have to brace themselves for almost anything these days, from economic and environmental calamities to emerging technologies displacing jobs to daily mixed messages on inflation and job. The good news? Resilience can be quantified. Organizations that measure resilience are in a better position to design more effective programs to maximize employee engagement and productivity or to offer the right services to improve an employee’s adaptability to challenges. More on that in a second. But first, let’s get into the consequences of low resilience. ## A Pervasive (and Expensive) Problem Most of us live our lives in three worlds: our relationships, our workplace, and what’s within ourselves. Each world deals its blows sometimes, and those blows inevitably leak into the other worlds. Did this get a little sci-fi 🤣? But, seriously, When our relationship with self hurts, it only doubles the hurt around workplace mishaps. Not getting that coveted promotion feels way worse when you recently fought with a family member. This is an entirely normal human thing to happen. But, left unchecked, it can have real consequences. 83% of U.S. workers suffer from work-related stress. Resilient employees experience stress, but their stress is often more manageable because: - Their stress is met with empathy and understanding from leadership and from others in their lives. - Their workplace offers stress-management resources as part of the high value they place on employee well-being. Of the highly resilient employees? - 93% said they want to stay with their employer - 86% said they felt entirely motivated at work. Low resilience, on the other hand… It was correlated with higher absenteeism, lower productivity, and increased turnover**.** The research also found that 88% of resilient employees feel that their employer enables them to take care of their personal needs, compared to just 23% of non-resilient employees. These numbers further emphasize the importance of solutions (such as personalized coaching) to build resilience. Coaching provides support that’s tailored to whichever of your employee’s worlds need attention in the short and long term, helping them develop the skills required to manage stress on their own. This approach not only enhances individual resilience but, taken in aggregate, also fosters a resilient organizational culture. ## Building High Resilience is Achievable and Accessible. Building a resilient workforce doesn’t have to be a far-off goal or a lofty one, say if you have a small team constantly fleeing from burnout or a huge one that you can’t imagine servicing at scale. It’s an achievable state that can be measured with the right solution in place. We’ve seen firsthand the transformative power of coaching when it comes to cultivating resilience. In fact, 85% of our users reported an increase in resilience after engaging with our coaching solutions. This alone speaks volumes about the efficacy of targeted resilience training. Imagine the impact on your organization if a significant portion of your workforce could enhance their resilience. Less stress naturally improves workforce mood and, often, workplace culture. It also translates to higher productivity and overall workplace satisfaction. By investing in resilience-building initiatives, you curate an environment where employees feel supported. Supported people are happier people, and who doesn’t want happier and more effective employees? ## By Now, You Might Want the Details, Right? ### We’re talking about resilience live and in (virtual) person Coming up soon, Boon Director of Coaching Experience Jamie Fuentes will be talking with Boon coaches Patti Coan and Daily Lambert about tried and trusted strategies for building resilience within your team. This panel discussion will cover key topics such as emotional intelligence, continuous feedback mechanisms, and other proven strategies practiced by our coaches. Who Should Attend: - Managers - HR professionals - Team leaders - Anyone interested in enhancing their resilience Date and Time: Thursday, July 25th at 12 PM EST Building a stronger work culture requires focus and the right kind of concerted effort. Let’s get together to identify where to start, how to start, and why. See you there: Register Now NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### How to Improve Onboarding Results with Personalized Coaching at Scale Personalized coaching enhances onboarding by clarifying roles, customizing training, and setting realistic expectations. Nov 2, 2024 ### Resilience During Transitions Transitions test us, whether we chose them or not. Here are practical strategies for staying resilient through change, from acknowledging emotions to building a support network. Aug 23, 2023 ### Resilience as a Metric Measuring resilience offers insights into employee well-being and informs targeted support strategies. Dec 2, 2020 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Building Goal-Setting Frameworks That Drive Results and Engagement | Boon" description: "Learn how to build goal-setting frameworks that drive results and engagement. Join Boon’s free webinar on January 18th to align your team’s goals for 2025!" source: "https://www.boon-health.com/learn/blog/building-goal-setting-frameworks-that-drive-results-and-engagement" -------------------------------------------------------------------------------- # Building Goal-Setting Frameworks That Drive Results and Engagement Learn how to build goal-setting frameworks that align teams, boost engagement, and drive measurable results. Boon Author January 20, 2025 Published Setting goals is more than just a January tradition, it’s a critical part of creating a motivated, high-performing team. But without the right framework, goals can lead to confusion, frustration, or even burnout. In this blog, we’ll share actionable strategies to build goal-setting frameworks that align your team, boost engagement, and drive results. Why You Need a Goal-Setting Framework A structured goal-setting framework ensures clarity, alignment, and follow-through. When done right, it helps your team: - Stay aligned with organizational priorities. - Maintain focus and accountability. - Feel empowered and engaged through meaningful objectives. Steps to Build a Framework That Works - Align Goals with Organizational Priorities Start by linking individual and team goals to your company’s mission and vision. This ensures everyone understands how their efforts contribute to the bigger picture. Example: If your organizational goal is to improve customer satisfaction, team goals could include measurable metrics like increasing Net Promoter Score (NPS) or response times. - Choose the Right Goal-Setting Method Different frameworks suit different needs. Here are two of the most effective: SMART Goals: Perfect for precise, attainable objectives. Specific, Measurable, Achievable, Relevant, Time-bound. OKRs (Objectives and Key Results): Best for ambitious, stretch goals with measurable outcomes. Evaluate your team’s culture to decide which method fosters both alignment and creativity. - Make Goals Personal and Attainable Encourage employees to set goals that balance professional and personal growth. For example, while aiming for a promotion, an employee might also set a personal goal to improve time management. - Build in Regular Check-Ins Consistency is key to success. Schedule monthly or quarterly reviews to ensure goals remain relevant and progress stays on track. Common Goal-Setting Pitfalls Avoid these mistakes to keep your framework effective: - Setting Too Many Goals: Focus on a few impactful objectives rather than overwhelming your team with a long list. - Neglecting Clarity: Ambiguity breeds frustration. Use clear, actionable language when defining goals. - Skipping Accountability: Regular feedback and progress tracking ensure goals stay front and center. How Coaching Supports Goal Success Coaching can be the secret weapon for achieving even the most ambitious goals. A coach provides: - Clarity: Helping leaders and teams break down complex goals into actionable steps. - Support: Guiding employees through challenges while maintaining momentum. - Accountability: Ensuring progress is consistent and celebrated. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Goal-Setting Pitfalls in 2025 and How to Avoid Them Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies. Jan 20, 2025 ### OKRs vs. SMART Goals: Which Framework is Right for Your Team? Explore the differences between OKRs and SMART goals to find the best framework for your team. ### What Is Leadership Coaching? A Complete Guide Leadership coaching is a structured, one-on-one development process where a trained coach helps leaders build specific skills, improve their effectiveness, and achieve measurable goals. Mar 22, 2026 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "OKRs vs. SMART Goals: Which Framework is Right for Your Team? | Boon" description: "Discover the differences between OKRs and SMART goals and choose the best goal-setting framework for your team's success." source: "https://www.boon-health.com/learn/blog/okrs-vs-smart-goals-which-framework-is-right-for-your-team" -------------------------------------------------------------------------------- # OKRs vs. SMART Goals: Which Framework is Right for Your Team? Explore the differences between OKRs and SMART goals to find the best framework for your team. Boon Author January 20, 2025 Published Setting goals is essential for any team, but how do you decide the best way to structure them? OKRs and SMART goals are two of the most popular frameworks, each with unique strengths and ideal use cases. This blog will help you understand the differences between OKRs and SMART goals so you can choose the best fit for your team’s needs. What Are OKRs? OKRs, or Objectives and Key Results, focus on ambitious goals and measurable outcomes. - Objective: What you want to achieve (big-picture and inspiring). - Key Results: Specific metrics to measure progress toward the objective. Example: - Objective: Increase brand awareness in 2025. - Key Results: Achieve 15% growth in website traffic by Q2. - Gain 2,000 new social media followers by Q3. ### Why Choose OKRs? - Ambitious and Inspiring: Push teams to think big and strive for stretch goals. - Measurable Outcomes: Clear metrics define success, keeping teams aligned and motivated. OKRs are ideal for innovation-driven teams or organizations focused on scaling. What Are SMART Goals? SMART goals focus on clarity and achievability, ensuring goals are: - Specific: Clearly defined. - Measurable: Quantifiable. - Achievable: Realistic yet challenging. - Relevant: Aligned with broader objectives. - Time-bound: With a deadline. - Goal: Increase customer satisfaction score from 80% to 90% by the end of Q2. ### Why Choose SMART Goals? - Structured and Realistic: Ensures goals are actionable and attainable. - Clear Expectations: Easy to track progress and hold teams accountable. SMART goals are perfect for tasks requiring precision and detailed planning. Key Differences Between OKRs and SMART Goals FeatureOKRsSMART Goals****FocusBig-picture, ambitious objectivesSpecific, actionable tasksFlexibilityDynamic and adaptableStructured and preciseUse CaseLong-term innovation and strategyShort-term, tactical achievementsSuccess MetricsOutcome-driven key resultsMeasurable and time-bound criteria How to Choose the Right Framework for Your Team - Consider Your Team’s Culture Use OKRs if your team thrives on ambition and creativity. - Opt for SMART goals if they prefer clarity and structure. - Evaluate Your Objectives For big-picture, transformative goals, OKRs work best. - For focused, operational tasks, SMART goals shine. - Blend Both Frameworks Sometimes, the best approach is a mix! Use OKRs for overarching objectives and SMART goals for specific tasks within those objectives. Coaching and Goal Frameworks Coaching can supercharge your goal-setting process by helping teams: - Identify the right framework based on their strengths and challenges. - Break down goals into actionable steps. - Stay accountable and motivated throughout the process. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Going for the Goal: Setting the Tone for the Year Ahead Achieve annual objectives by setting SMART goals, tracking progress, and celebrating milestones. Jan 15, 2024 ### Goal-Setting Pitfalls in 2025 and How to Avoid Them Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies. Jan 20, 2025 ### Building Goal-Setting Frameworks That Drive Results and Engagement Learn how to build goal-setting frameworks that align teams, boost engagement, and drive measurable results. ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Goal-Setting Pitfalls in 2025 and How to Avoid Them | Boon" description: "Avoid common goal-setting pitfalls and achieve success in 2025. Learn how to set specific, actionable goals with SMART frameworks." source: "https://www.boon-health.com/learn/blog/goal-setting-pitfalls-in-2025-and-how-to-avoid-them" -------------------------------------------------------------------------------- # Goal-Setting Pitfalls in 2025 and How to Avoid Them Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies. Boon Author January 20, 2025 Published Setting goals is a powerful way to drive focus and achievement, but even the best intentions can go awry without careful planning. Whether it’s vague objectives or lack of follow-through, goal-setting pitfalls can hinder progress and derail success. In this blog, we’ll explore the most common goal-setting mistakes and how to avoid them, ensuring you and your team thrive in 2025. The Most Common Goal-Setting Pitfalls - Setting Vague Goals Goals like “improve performance” or “be more productive” lack clarity. Without specific details, teams struggle to understand what success looks like. How to Avoid It: Use frameworks like SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to ensure every goal is actionable and clear. - Overloading Your Team Setting too many goals at once can overwhelm your team, leading to burnout and decreased focus. How to Avoid It: Prioritize high-impact goals and focus on a few key objectives each quarter. - Ignoring Alignment Goals that don’t align with organizational priorities create confusion and wasted effort. How to Avoid It: Start with your company’s mission and break it down into team and individual goals that ladder up to broader objectives. - Lack of Accountability Without regular check-ins, goals can fall by the wayside, leaving teams unclear about progress. How to Avoid It: Schedule regular updates to track progress, celebrate milestones, and address roadblocks. - Failing to Adapt Sticking rigidly to goals, even when circumstances change, can waste time and resources. How to Avoid It: Build flexibility into your goal-setting process by reviewing and adjusting goals as needed. Real-Life Consequences of Goal-Setting Mistakes When goal-setting pitfalls go unchecked, they can lead to: - Frustrated teams unsure of their priorities. - Missed deadlines and lower productivity. - A lack of motivation and engagement. Leaders who address these issues head-on create an environment where goals drive success instead of stress. How Coaching Prevents Goal-Setting Mistakes Coaching provides leaders with the clarity and tools to: - Set realistic, aligned goals. - Avoid common pitfalls through expert guidance. - Build accountability into their goal-setting process. A coach helps leaders refine their approach, ensuring goals are clear, actionable, and adaptable. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Building Goal-Setting Frameworks That Drive Results and Engagement Learn how to build goal-setting frameworks that align teams, boost engagement, and drive measurable results. Jan 20, 2025 ### OKRs vs. SMART Goals: Which Framework is Right for Your Team? Explore the differences between OKRs and SMART goals to find the best framework for your team. ### Going for the Goal: Setting the Tone for the Year Ahead Achieve annual objectives by setting SMART goals, tracking progress, and celebrating milestones. Jan 15, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "3 Things To Remember When Promoting or Hiring New Managers | Boon" description: "Learn about the hiring process and why it's important to provide the right support for new employees to succeed." source: "https://www.boon-health.com/learn/blog/3-things-to-remember-when-promoting-or-hiring-new-managers" -------------------------------------------------------------------------------- # 3 Things To Remember When Promoting or Hiring New Managers Encourage delegation, protect time boundaries, and set realistic goals to support new managers' transitions. Boon Author August 5, 2024 Published Take a trip down memory lane. This example is a common metaphor for a reason, think about the first time you learned how to ride a bike. It likely looked something like this: Starting with training wheels - Graduating to two wheels, as your confidence grew - Rocky starts that sometimes requires you to slow down to regain balance You probably even fell a few times. But you got the hang of it, and before long, you could ride long distances with no problem. Now, imagine a different version of this familiar story. You never got training wheels - You wobble and fall all the time - You get banged up, cut, and scraped all the time Is it likely you’d still learn how to ride, eventually? Sure. Except it will probably take longer. And some people might quit under these conditions. Boon coach Rumeena Bhalla found the latter to be common among her clients who were recently promoted to management level. Things need to change so that the former example is the rule rather than the exception. ## There Are Better Ways to Equip New Managers for Success New managers are often thrust into leadership positions without training, especially at fast-moving startups with inadequate resources for professional development. It's just “all hands on deck.” In addition, newly promoted leaders at all sorts of companies often have to continue juggling what they were doing in their previous roles even as they transition to their new ones. This can result in a lot of time spent putting out fires in both positions. In both these cases, and in many other similar examples, new managers aren’t getting the breathing room they need to gradually step into their leadership roles. They never had their time with training wheels. If you recently promoted or hired a new cohort to management or are new to management and need some direction, here are Rumeena’s three tips for mitigating stress during the transition from associate/specialist to newly minted manager. ### 1. Learn to delegate. New managers promoted from within will likely be expected to keep taking the lead on old responsibilities. For a while, it’s reasonable to tie up loose ends and give as much information and guidance to the person assuming their previous role as possible, but encourage them to set a deadline. This will remove other people's expectations of relying on them to do their previous role on top of the new one. Delegate any other low-level tasks appropriately so that you can make time for the new or more extensive projects you need to spearhead. ### 2. Be fiercely protective of your time. There will be occasions when new managers work late or earlier than usual. But again, leaders should be careful to set these expectations. When we respond to things late at night, people might expect us to always be responsive at that time. ### 3.** Be realistic with yourself.** A to-do list is just proof of life. If your manager and leaders are busy professionals, they will always have stuff to do. They’ll never get to the bottom of it, and that’s normal. Instead, call it a today list. Advise your managers to layer in weekly goals over long-term, six-month, or annual goals, so they can leave room for change and adaptation and protect their motivation. ## Your Policies and Practices In This Area Will Have Ripple Effects The employees you promote to management or hire to bring order to a troublesome situation or a growth opportunity are often your top performers. If they aren’t given the space or resources to thrive in their new position, this can quickly lead to a burn-and-churn cycle that affects the rest of your teams. Following these three simple tips could help you on the path to success when it comes to empowering new managers. For the broader support model that surrounds these tips (coaching, cohort learning, manager expectations, and feedback loops), see our guide on how to support first-time managers. And think about what 30-45 minutes of 1:1 coaching with experts like Rumeena Bhalla could do for your top performers. /demo NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### How to Improve Onboarding Results with Personalized Coaching at Scale Personalized coaching enhances onboarding by clarifying roles, customizing training, and setting realistic expectations. Nov 2, 2024 ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ### Goal-Setting Pitfalls in 2025 and How to Avoid Them Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies. Jan 20, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "How to Prepare For Your Coaching Session | Boon" description: "Get ready for your coaching session and set yourself up for success. Learn what to expect, how to prepare, and tips for a productive session." source: "https://www.boon-health.com/learn/blog/how-to-prepare-for-your-coaching-session" -------------------------------------------------------------------------------- # How to Prepare For Your Coaching Session Maximize coaching by setting clear objectives, being open to feedback, and engaging actively. Boon Author June 8, 2022 Published Welcome to Boon's Coaching Sessions! You may or may not have experience with coaching, so we’d like to give you an overview of what to expect and how to prepare. Your coach will also provide you with some of this information, but there are a few things that you can do or become aware of before your first meeting to set yourself up for success. ## Coaching Session Tips and Things to Keep in Mind - Plan to meet with your coach in a quiet, distraction-free space. - If you’re not using your phone for the session, silence it and place it somewhere out of reach to avoid temptation. If you are using your phone, turn off notifications to minimize interruptions. - Approach your session with an open mind, ready to explore new perspectives and ideas. ### First Session Flow Your first coaching session begins with introductions and an overview of the session structure (30 minutes via Zoom, twice monthly). Your coach will explain the purpose of coaching and how it differs from therapy (see “Coaching vs. Therapy”). You’ll discuss what’s going well, areas you’d like to improve, and your expectations for the coaching relationship. If you’re unsure of your expectations, that’s okay, coaching is entirely personalized to meet you where you are. Together, you and your coach will set goals and identify initial steps to start working toward them. By the end of your first session, you’ll have a few tools to address your goals and a plan for scheduling your subsequent sessions. ## We’re Thrilled to Have You! We’re excited for you to begin your coaching journey. You’re in excellent hands and one step closer to achieving the personal and professional growth you seek. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Goal-Setting Pitfalls in 2025 and How to Avoid Them Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies. Jan 20, 2025 ### How to Improve Onboarding Results with Personalized Coaching at Scale Personalized coaching enhances onboarding by clarifying roles, customizing training, and setting realistic expectations. Nov 2, 2024 ### Taking Ownership of Your Career Journey Empower your career by setting clear goals, seeking feedback, and embracing continuous learning opportunities. Jun 16, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "The Hidden Cost of Pretending You’re Fine | Boon" description: "Explore the hidden cost of pretending you’re fine in the workplace and its impact on productivity and emotional well-being." source: "https://www.boon-health.com/learn/blog/the-hidden-cost-of-pretending-youre-fine" -------------------------------------------------------------------------------- # The Hidden Cost of Pretending You’re Fine Too many employees are silently struggling behind the phrase, “I’m fine.” They show up. They hit deadlines. They even smile on Zoom. But under the surface, they’re tired, overwhelmed, and quietly burning out. And in workplaces where performance is rewarded but vulnerability is quietly punished, t... Boon Author May 20, 2025 Published ## Here’s a hard truth: Too many employees are silently struggling behind the phrase, “I’m fine.” They show up. They hit deadlines. They even smile on Zoom. But under the surface, they’re tired, overwhelmed, and quietly burning out. And in workplaces where performance is rewarded but vulnerability is quietly punished, that emotional camouflage becomes the norm. Let’s unpack what this costs, not just emotionally, but organizationally. ## The Culture of Pretending Most people don’t pretend they’re fine because they want to be dishonest. They do it because they’ve learned it’s safer to cope quietly than speak up. Whether it's fear of being seen as weak, a lack of psychological safety, or just the absence of space to check in with themselves, pretending to be fine becomes a survival tactic. One that comes at a serious cost: - Lost productivity from disengagement and emotional exhaustion - Quiet quitting that happens slowly and invisibly - Turnover from people who never felt supported enough to stay - Diminished team trust, where no one knows what’s real anymore This doesn’t just affect the individual. It affects everyone around them. ## “I’m Fine” as a Performance Trap When employees constantly push through without acknowledgment or support, it creates a dangerous feedback loop: - They feel like they have to keep up the act - Their managers assume everything’s great - They don’t get help, because no one knows they need it - Eventually, they hit a breaking point And by then? It’s often too late to course-correct. They’re already looking for the exit, or mentally checking out. ## Coaching Interrupts the Cycle The solution isn’t to force emotional transparency at every team meeting. It’s to create spaces where people can be real, and where performance support includes personal support. That’s what coaching does. At Boon, we make it easy for employees at all levels to access confidential, professional coaching that helps them navigate the internal stuff before it becomes a performance problem. Our opt-in model meets people where they are. No pressure. No stigma. Just real conversations that help people feel better, so they can perform better. With Boon Scale, employees get 1:1 coaching on both career and personal challenges, from imposter syndrome to communication breakdowns to burnout prevention. ## Real Talk = Real Performance Gains When employees feel safe enough to stop pretending, something powerful happens: - They make smarter decisions - They collaborate more effectively - They stay longer - And they show up more fully, not just for work, but for themselves This isn’t a “nice to have.” It’s a core business strategy. ## ** Let’s Normalize Not Being Fine (So We Can Actually Fix It)** Creating space for people to be real isn’t about oversharing or softening standards. It’s about creating resilient, high-performing teams that don’t crumble under the pressure of perfection. Coaching makes that possible, at scale, affordably, and impactfully. ## Want to stop the “I’m fine” spiral before it starts? Let’s talk about how Boon can support your team, for real. Reach out or Learn more about Boon Scale NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Leading Without Burning Out: Self-Care Strategies for Managers Burnout drains leadership impact, great managers prioritize self-care to lead with energy, clarity, and confidence. Feb 24, 2025 ### The Cost of Bad Managers What bad managers cost a company, and how coaching changes their trajectory. Feb 8, 2025 ### Distressed Employees? Try Resilience Training Implement resilience training to enhance coping mechanisms and reduce workplace stress. Jul 30, 2019 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Men and Loneliness | Boon" description: "Unveiling the hidden struggle of male loneliness. Explore the impact of hyper-masculinity and discover ways to address and overcome this societal issue." source: "https://www.boon-health.com/learn/blog/men-and-loneliness" -------------------------------------------------------------------------------- # Men and Loneliness Address male loneliness by encouraging open conversations and building supportive social networks. Boon Author November 13, 2023 Published Simply Google ‘Men and Loneliness,’ and you will find countless articles written just this year that dig into the profound social annexation so many men are grappling with. There are even retreats selling out aimed at addressing male loneliness. Men are at a breaking point. The systematic trauma of hyper-masculinity has taken many men to a place where they can’t share their feelings. They can’t connect to their emotions and aren’t able to ask for help. Statements like ‘Man Up’ and ‘Grow a Pair’ have done us no favors. As the rest of the world explores the world of ‘well-being’ more and more, men are floundering to catch up. We see this in coaching on a daily basis. Men feel like they are not seen and heard or feel like they are alone on their journey. When men connect deeper with other men, they realize they are not alone. Then, they can remove the mask, open up, and find connections, which help them be better co-workers, fathers, husbands, and friends. ## Ways of combating male loneliness: Connect with others. Men need to find connections with other men. Look for sports teams, outdoor activities, Father’s events, etc. Political groups may not be the best place, as anger often flares up there, and men need places to connect with joy and vulnerability. - Take a break from social media. We know people often compare themselves to others on social media apps and can feel less than. Keep screen time to a minimum and instead connect with friends and family IRL. - Join a men’s group. There are countless men’s groups around the country and online, such as EVRYMAN and Mankind Project. These organizations focus on men’s mental health and finding connections healthily and sustainably. As Yung Pueblo stated in his recent book, Lighter, group work can be collective liberation in the context of undoing systems of oppression, in this case, oppression men put upon themselves. - Work with a life coach. Coaches can be great resources for digging deeper into emotional vulnerability and for providing tools to connect better with others and yourself. Men who work with other male coaches can find camaraderie together, and this may be the first man they have ever been vulnerable with. It’s a safe space to break the cycle and find support and resources to continue the journey. ## Interested in learning more about how Boon can help you and your teams? Schedule a Demo. Boon Coach, Cator Sparks NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Be Kind To Yourself. Be Kind To Others. It Heals Communities. Foster community healing through self-compassion and extending kindness to others. Dec 17, 2023 ### Self-Care Summer: 10 Tips for Unplugging and Nurturing Your Well-Being Enhance well-being by setting boundaries, practicing mindfulness, and scheduling regular self-care activities. Jul 29, 2023 ### The Hidden Cost of Pretending You’re Fine Too many employees are silently struggling behind the phrase, “I’m fine.” They show up. They hit deadlines. They even smile on Zoom. But under the surface, they’re tired, overwhelmed, and quietly burning out. And in workplaces where performance is rewarded but vulnerability is quietly punished, t... May 20, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Pronouns in the Workplace | Boon" description: "Understanding pronouns in the corporate world: explore the significance of non-binary identities and the importance of inclusive language." source: "https://www.boon-health.com/learn/blog/pronouns-in-the-workplace" -------------------------------------------------------------------------------- # Pronouns in the Workplace Promote inclusivity by respecting pronouns, fostering open dialogue, and implementing supportive policies. Boon Author December 7, 2021 Published With more people feeling confident in living their authentic lives in the corporate world, sometimes, the corporate world has to catch up with the times. Take pronouns, for instance. A few years ago, this wasn’t a topic, but with the recognition of ‘non-binary’ as a gender, a new set of pronouns has been introduced. To start, non-binary is an umbrella term for gender identities that are neither male nor female‍, ‌identities that are outside the gender binary. They understand their gender in a way that goes beyond simply identifying as either a man or woman. While it may seem like a new phenomenon, non-binary identities have been recognized by many different cultures for years. There are ‘two-spirit’ people in the many indigenous tribes and ‘Hijras’ in South Asian culture. Non-binary people use ‘they’/’them’ pronouns. When you are talking about someone who is non-binary, you can say, “I saw them at the park today! They were having a picnic with some friends.” Also, you can use their name, “I saw Robin in the park today! Robin was having a picnic with some friends.” #### Since this is new territory for many, here are some tips on how to be respectful of non-binary people. - Before you even meet them, include their gender on your company application forms. This shows them that they are applying to a company that already sees them and respects them. - Bathrooms can be challenging for non-binary people since they may not feel comfortable being in a male or female bathroom. It’s best to have unisex bathrooms to alleviate this issue, which has already been a trend in the workplace for over a decade. - If you feel unsure about someone’s pronouns, ask. “Hi Robin, great to meet you! What are your pronouns? Mine are he/his.” This is a warm, genuine way to get to know this person. - It’s ok to make mistakes! If you call someone the wrong pronoun, apologize and move on. Employees who may need more help understanding this identity can reach out to a Boon coach to dig deeper and ask questions in a safe space. Alternatively, if you have non-binary employees who would like a safe space to open up to someone, Boon has coaches who work with and are a part of the LGBTQ community. Schedule A Demo Cator Sparks NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### The Hidden Cost of Pretending You’re Fine Too many employees are silently struggling behind the phrase, “I’m fine.” They show up. They hit deadlines. They even smile on Zoom. But under the surface, they’re tired, overwhelmed, and quietly burning out. And in workplaces where performance is rewarded but vulnerability is quietly punished, t... May 20, 2025 ### How Election Stress Impacts Your Workplace Address political stress through open dialogue, personalized support, and fostering psychological safety. Jul 3, 2024 ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "3 Ways to Be a Better Communicator | Boon" description: "Improve workplace communication by becoming a better communicator. Learn how to effectively convey your message without any ambiguity or hidden messages." source: "https://www.boon-health.com/learn/blog/3-ways-to-be-a-better-communicator" -------------------------------------------------------------------------------- # 3 Ways to Be a Better Communicator Three habits that make you a better communicator at work. Boon Author June 11, 2024 Published Does this exchange of communication sound familiar? “Why didn’t you do this?” “I wasn’t told this was my responsibility.” “But that’s why I asked what your bandwidth was.” Ask anyone in the workforce if they’ve dealt with unclear workplace communication, assumptions, or nebulous requests, and you’d be hard-pressed to find zero hands; no one is immune. Direct communication (among other approaches) can solve this problem, but if simply calling for it were enough, workplaces wouldn’t encounter these situations so often. So, let’s dig into how to become a better communicator at work. ## What is Direct Communication? Direct communication at work takes place both verbally and online. In essence, it means that every message has a clear directive without much room for discussion or interpretation. There are no hidden messages or pretenses. It’s not always the way we should communicate, but when used appropriately, it can help get more done faster and more effectively. Indirect communication, by contrast, relies on body language, gesturing, or platitudes to deliver your message. While it is a legitimate form of communication, in the context of the workplace, it’s best not to rely on it for directives and instructions, as it leaves your co-communicator with too much to interpret and intuit, which might not get you the end product you want as a manager or team lead. If you’re unsure which of these two forms of communication you more often default to, consider these three ways of identifying if you’re a “direct” communicator. (And if none sound like you, consider applying them to your communications in order to become more direct.) ### 1. Succinct Direct communicators require fewer words to express what they need and feel. They focus on the message's clarity rather than its interpretation. On the other hand, indirect communication is usually subtle and designed to avoid conflict while forsaking directness. Indirect communicators will say something like this to a team member who turned in an assignment late: “Hey, I totally understand that things take more time, but I waited a long time for this project, and I didn’t want to bug you. When things get really late, people panic, and then it makes us wonder if you remembered that this was your task to do, not accusing you of that at all, but it does make it hard when all of us have to play project manager and ping you. Please let us know well in advance so we can plan and not scramble at the last minute. Again, I know this might be a one-off thing, but just for the future.” Whereas, you might say: “Thanks for turning this in! Next time, if you’re experiencing delays with deliverables, let us know at least 12 hours in advance so we can plan accordingly.” This last message has little room for interpretation. There are no unnecessary storylines, random subtexts, or beating around the bush. This isn’t to say that the subtext of these actions, like turning in an assignment late, is unimportant; it’s simply not needed if the behavior isn’t a pattern yet. Keep it brief. ### 2. You Take on Conflict Like A Pro Conflict resolution is where direct communication shines. Direct communicators have no problem kindly telling things like they are. If your team member is late to an important meeting, don’t use displeased expressions to express disapproval. You stick to the facts. Again, let’s use the most straightforward example: “You were twenty minutes late to the QBR meeting. Please be on time next time.” People can have personal feelings about it, but that communication has done its job efficiently. You might ask: Doesn’t a facial expression convey that same piece of information without any words? This might be true. But do you want to set a precedent for passive aggression or facial expressions as your company's communication mode? Passive aggression serves only to sow negativity in the workplace. Directness presents everything on the table and doesn’t rely on the recipient to pick up on clues and find the meaning between the lines. It also gives employees a sense of security that they will always know where they stand. This is far better for workplace culture in the long term. ### 3. You’re Able and Willing to Adapt Sometimes, direct communication requires redirecting indirect communication. If you’re working with people who rely heavily on indirect communication, you can still speak on their level while maintaining directness to avoid misinterpretation. Let’s say you want to delegate a project task to someone with a deadline of two days. When you tell them, they give you a slightly concerned expression while reluctantly saying, “Yes, I can do that.” Use your directness here: “You look a little concerned. Is that deadline feasible? If not, just let me know so I can give this to someone with more bandwidth.” ## Conclusion: Effective Communication Takes Effort On the surface, this advice may seem simple. But it takes practice. We are inherently social creatures who have and still rely heavily on body language for subtle cues. Being direct is a learned behavior that we’ve adapted to the workplace for peak efficiency, with enough practice, you can learn to adapt to it, too. Do you know who the experts are in multiple communication styles? Boon coaches. Let us know if you want a more hands-on approach to learning how to communicate more effectively or to help your team do this. CTA Section ## Master the Art of Direct Communication ### Discover how Boon’s expert coaching and tailored strategies can transform your workplace communication for better collaboration and efficiency. Schedule a Demo NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ### Burnout Isn’t Normal: How Employers Can Get Ahead of It Prevent burnout by promoting work-life balance, recognizing stress signs, and providing mental health resources. Jun 11, 2024 ### The business case for coaching Build executive buy-in with this business case for coaching template. Show ROI, improve retention, and scale leadership coaching effectively. Oct 15, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "How to Get More Time Back in Your Day | Boon" description: "Take control of your day with effective time management techniques. Learn how to prioritize tasks and create more balance in your life." source: "https://www.boon-health.com/learn/blog/how-to-get-more-time-back-in-your-day" -------------------------------------------------------------------------------- # How to Get More Time Back in Your Day Reclaim time by prioritizing tasks, minimizing distractions, and delegating responsibilities effectively. Boon Author March 19, 2024 Published Running late. Not getting enough sleep. Never checking off your to-do list. Sound familiar? Get in line! Many people have difficulty with time management. This makes sense, as we aren’t really taught this skill, yet we should be. Exceptional time management can literally be life-changing. It can bring calm, a better flow to daily life, and feelings of accomplishment when we check off that to-do list. Here are some tips on how to manage your time more effectively… ## Start by Spending Time on Yourself Kick your day off with a little ‘me time.’ Instead of slamming the alarm and dashing out of bed or waiting for the kids to wake you up, consider waking up 30 minutes before everyone else. Pour yourself some coffee and relax in your favorite chair or sofa. Turn on some peaceful music, or journal, or sit in silence. This is a great way to regulate your mind and body before a busy day. ## Work on Your Weekday Schedule on Sunday Write down your schedule and ‘to do’ list every Sunday so you know what to expect for the week. This will remove time management from the bustle of your weekdays. Add everything to your calendar, and be sure you give enough time to each event without overbooking yourself. ## Consider Scheduled Breaks Take breaks. You will be more productive if you stop and go to the kitchen for some water or a snack. If you’re able, take a quick walk outside and get some fresh air! Breaks have been found to result in a much more productive work day. Scheduling breaks can help remind us how important they are and make it likelier that we actually take them. ## Seek Balance in Your Work and Personal Life This one can be hard, but it’s essential. When the workday is over, do not look at emails again! This is your time for yourself and your family. Work email can wait, so focus on making dinner, getting together with friends, and finding that balance that is critical for well-being. ## Have Issues With Managing Your Time? You are not alone. Working with a coach can be a great way to get into a routine and, more importantly, a way to process the reasons why time management might have become such an issue for you in the first place. Having someone hold you accountable can really bring the balance and clarity you might be missing in your work and personal lives. Some related areas you might work on with your coach: - Techniques for managing stress in the workplace. - Building resilience in challenging times. - Mindfulness and meditation practices. Does your organization offer career development coaching through a solution like Boon? ## Schedule a Demo** to learn more about how coaching can help you better manage your time**. Boon Coach, Cator Sparks NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Taking Ownership of Your Career Journey Empower your career by setting clear goals, seeking feedback, and embracing continuous learning opportunities. Jun 16, 2024 ### Burnout Isn’t Normal: How Employers Can Get Ahead of It Prevent burnout by promoting work-life balance, recognizing stress signs, and providing mental health resources. Jun 11, 2024 ### Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth Managers account for 70% of the variance in employee engagement, yet they're often the most under-supported group in any organization. Promoted for performance, not people skills, they're expected to lead without real development. It's time to rebuild the middle and invest in the people who make your company work. Jul 1, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Progress Pillars: Mapping Out Small and Large Goals | Boon" description: "Dive into everything you need to know about Progress Pillars Mapping Out Small And Large Goals at Boon Health." source: "https://www.boon-health.com/learn/blog/progress-pillars-mapping-out-small-and-large-goals" -------------------------------------------------------------------------------- # Progress Pillars: Mapping Out Small and Large Goals Achieve goals by setting incremental milestones, celebrating small victories, and maintaining a mastery mindset. Boon Author August 15, 2023 Published The stretch of mental highway between goals established and goals attained can be a long one. We begin at mile one with a focus on mile 2000 and keep our foot on the metaphorical gas until we reach our final destination. That exhilarating journey to goals attained requires careful planning, dedication, and a well-defined roadmap so that we end up exactly where we intend to go. But how do we keep ourselves motivated for the entire quest? ## Going for the Goal Setting a large or ultimate goal is a great place to start. It’s like plugging in GPS goal coordinates so that you know exactly where to steer yourself. Knowing where you’re headed helps you create a solid, workable plan to get there. Let’s say you’re heading out on a cross-country road trip to the beach. What are the essentials you need to get yourself there? Perhaps you need to put gas in the tank or fully charge your vehicle? Maybe you need to plan what food and drink you’ll want to have handy for the car ride? Get car sick? What remedies and strategies might you need in your back pocket for when the road gets bumpy? Knowing where we’re headed helps us identify exactly what we need to get us there. ## All The Small Victories Achieving and celebrating long-term goals feels fantastic! When we first set a significant goal for ourselves, the rush of excitement we feel. At the same time, we imagine charting the course, successfully navigating the journey, and arriving at our destination, which is what fuels us. But it’s a long way from mile zero to mile 2000. And a long journey with nothing to break it up might cause us to lose sight of where we’re actually headed or get angry that it’s taking so long. We might even decide that it’s just too far away and give up altogether (I will turn this car around right now!). What are some more minor victories or milestones you can place throughout the journey to help yourself stay the course? It’s a lot easier to get to point of interest #1 if it’s a short distance from your starting point. Setting small goals along the way keeps us motivated, inspired, and excited to continue the entire journey. ## Goal-Setting With Focus on a Mastery Mindset When we over-focus on one significant end goal, we set ourselves up for having only one measurement for a win. Consider approaching that long-term goal journey with a mastery mindset instead. When we approach goals with a mastery mindset, we’re focused on “being” rather than simply “doing.” The result is we end up creating multiple opportunities for a win. Here’s where we’re celebrating what we’re learning, how we’re improving, and the enjoyment we’re getting while working toward those larger goals. The more “wins” we can celebrate along the way, the more motivated we’ll be to keep heading to our final destination. So, on that road trip to the beach, did you stop and see the State’s largest ear of corn? Great! Take the picture and put it in the win column. Did you pop into that diner that boasts the Country’s best chocolate cream pie and discover it was indeed the best you’ve ever tasted? Fantastic! Another small win along the road to the big win. Overall, setting both small and large goals helps us not only keep our eye on the ultimate prize but also enjoy achieving multiple victories along the way. ## Interested in learning more about how Boon can help you and your teams? Schedule a Demo. Boon Coach, Tricia Gehl NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Going for the Goal: Setting the Tone for the Year Ahead Achieve annual objectives by setting SMART goals, tracking progress, and celebrating milestones. Jan 15, 2024 ### Goal-Setting Pitfalls in 2025 and How to Avoid Them Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies. Jan 20, 2025 ### Employee Growth Strategy: Insights from 2024 to Shape Your 2025 Approach AI-driven changes highlight the need for human-centric employee growth strategies focused on resilience and personalization. Dec 17, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Going for the Goal: Setting the Tone for the Year Ahead | Boon" description: "Discover alternative approaches to setting goals for the new year. Explore a less structured approach to personal development and achievement." source: "https://www.boon-health.com/learn/blog/going-for-the-goal-setting-the-tone-for-the-year-ahead" -------------------------------------------------------------------------------- # Going for the Goal: Setting the Tone for the Year Ahead Achieve annual objectives by setting SMART goals, tracking progress, and celebrating milestones. Boon Author January 15, 2024 Published Last week, I was coaching a client on setting 2024 professional goals for themselves and their teams. As we were finishing up the session, they asked: “If you don’t mind me asking, what are your goals for 2024?” This question is always a bit awkward for me to answer. Simply stating, “I don’t set goals for myself,” feels weird, given that as a professional development coach, I work with clients nearly every day on goal setting and achieving those goals. It’s not that I don’t have things I’m working toward or milestones I want to achieve, but I tend to approach a new year with a less structured approach. So, how do you set out on the right New Year’s path without setting goals? ## What goals do I want to experience? I like to start by focusing on what I’m looking to experience in the year ahead. This approach puts you in a more holistic mindset that transcends mere achievement and places more of an emphasis on personal growth, meaningful connection, and even just pure joy. Setting concrete goals is too rigid for some people; focusing on experiences provides room for flexibility and gives one the opportunity to change course more freely. It encourages one to be present, making diverse opportunities more visible. Want to shift your focus from traditional goal setting to envisioning experiences? Consider asking yourself the following questions: - What am I looking to learn about myself this year? - Which emotions do I want to feel when it comes to the work I’m doing? - Within what new spaces do I want to see myself? - What makes the most sense to cultivate? - Who do I want to collaborate with? ## **What do I want to leave behind? ** A good next step is to consider some of the things you’d like to leave behind. Think of this as an opportunity to take stock of all the behaviors, habits, and thought patterns that serve or no longer serve you. Consider precisely the things that have hindered your personal or professional growth or things that come to feel inauthentic to you. By consciously choosing to release what no longer serves you, you gain a deep sense of empowerment; this allows you to head into any new cycle armed with only what you need for success. Not sure what to leave behind? ### Think about things like: - Limiting beliefs around which spaces you belong in - Having less than complete confidence in your abilities - Playing small - Settling for less than what you want and have earned - Not advocating for your professional development - Negative self-talk that has no evidence to support it ## Interested in learning more about how Boon can help you and your teams? Schedule a Demo. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Progress Pillars: Mapping Out Small and Large Goals Achieve goals by setting incremental milestones, celebrating small victories, and maintaining a mastery mindset. Aug 15, 2023 ### OKRs vs. SMART Goals: Which Framework is Right for Your Team? Explore the differences between OKRs and SMART goals to find the best framework for your team. Jan 20, 2025 ### Goal-Setting Pitfalls in 2025 and How to Avoid Them Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies. ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Resilience During Transitions | Boon" description: "Practical strategies for staying resilient through career and life transitions." source: "https://www.boon-health.com/learn/blog/resilience-during-transitions" -------------------------------------------------------------------------------- # Resilience During Transitions Transitions test us, whether we chose them or not. Here are practical strategies for staying resilient through change, from acknowledging emotions to building a support network. Boon Author August 23, 2023 Published The landscapes of our lives are ever-changing. From embarking on new career paths to entering and exiting relationships to trying to master new skills, each transition presents us with a unique set of challenges and opportunities. During periods of transition, our ability to adapt, bounce back, and thrive amidst uncertainty is fueled by one of the most incredible human superpowers: resilience. Resilience is the unshakable tree that remains solidly rooted into the ground, no matter how wildly the wind blows against it. So, what do we need to do to ensure we can access our resilience when weathering transition turbulence? ## Acknowledge EVERYTHING You’re Feeling Not all transitions are created equal. For some, the transition is the result of a deliberate choice to head in a brand-new direction. For others, the transition they’re experiencing may be the result of a decision that wasn’t their own. Both situations bring with them powerful, varied, and often complicated sets of feelings and emotions. Here are a few ways resilience benefits from sitting with whatever you’re feeling: ### Emotional Awareness Acknowledging and experiencing your emotions during a transition increases your emotional awareness, helping you better to understand your reactions, triggers, and coping mechanisms. Recognizing and accepting these emotions grants you insight into what and how you're truly feeling, which is essential for building resilience. ### Processing Emotions Allowing yourself to fully feel and experience your emotions allows you to process them thoroughly. Suppressing or trying to ignore emotions rarely serves us well. They don’t just disappear! Pushing them down merely puts them on “pause,” giving them an opportunity to take root and fester. That emotional buildup does way more harm than good, making it more difficult to access our resilience reserves. ### Catharsis and Release Emotions are a natural response to any change or transition. Allowing yourself to feel them provides an outlet for release. Feel like crying? Do it! Want to scream from frustration? Let it out! It's like giving your mind and body permission to release tension and pent-up energy, which can lessen the emotional burden you're carrying. ### Adaptation and Growth Resilience involves adapting to change and growing through newness or adversity. Emotions carry valuable information about your needs, values, and priorities. By fully experiencing your feelings you gain more accessible access to resilience, leading you toward a path of personal growth during transition. The only way past is through. Feeling, internalizing, and accepting every emotion associated with whatever type of transition you’re experiencing is critical for accessing resilience. Remember that allowing yourself to feel doesn't mean dwelling solely on negative emotions! It's about acknowledging the full spectrum of emotions and using them as information to navigate your transition more effectively and with fortified resilience. ## Take Advantage of Every Tool in Your Toolbox During Transitions Remaining resilient during transitions can be challenging, especially if negative emotions are dominating your headspace. Whether you’re facing changes in your personal life, career, or any other aspect, focus on tips, best practices, and strategies that might help you maintain resilience: ### Identify Coping Strategies Prioritize your physical, emotional, and mental well-being. Regular exercise, proper nutrition, and sufficient sleep all contribute to your overall resilience. Mindfulness exercises such as deep breathing, meditation, and journaling can help manage stress and anxiety. ### Practice Self-Compassion Treat yourself with kindness and understanding. Remember that it's okay to have negative emotions, and try not to judge yourself too harshly for having them (you’re only human!). Be as gentle with yourself as you would be with a friend going through a similar situation. ### Build a Support Network Surround yourself with friends, family, teachers, and mentors who have your back. Having a network to lean on can provide emotional support, varying perspectives, and much-needed encouragement during tough times. If you're struggling to cope with a significant transition, seek support from a coach, therapist, or counselor. They can provide you with tools and strategies tailored to your specific needs. ### Look for the Opportunities Consider what this transition might give or lead you to, even if it wasn’t of your own choosing. What opportunities might this open up for you personally or professionally? What new and better paths could this redirect you to? ### Avoid Toxic Positivity Looking for opportunities, or even the odd “silver lining,” can be helpful when trying to cope during a transition. But be careful not to overplay that hand into toxic positivity territory. Toxic positivity can lead us to settle for, rationalize, and tolerate truly bad situations for longer than necessary. ### Borrow from Previous Experiences Reflect on past transitions you've successfully navigated. What worked well? What strategies served you best? Apply as much of what you learned and used in the past to your current situation. ### Celebrate Progress Acknowledge your achievements, no matter how small they may seem. Celebrating milestones along the way can boost your confidence and motivation. ### Engage in Positive Activities Engage in activities that bring you joy, whether it's a hobby, exercise, spending time with loved ones, or watching movies that make you smile. These activities can help counterbalance negative emotions and improve your overall mood. ### Visualize Success Imagine yourself successfully navigating and getting to the other side of the transition. Decide what positive outcomes you want to see blossom from the transition, and tap into the emotions you expect to feel once you get there. Human beings possess an extraordinary capacity for growth and change and an ability to adapt to truly mind-blowing circumstances. Resilience is at the heart of that. With every transition, we become more adept at embracing the unknown, more skilled at finding a way forward, and more connected to our core strengths. Tapping into our resilience gives us the power to not just endure but thrive. *** *** ## Interested in learning more about how Boon can help you and your teams? Schedule a Demo. Boon Coach, Tricia Gehl NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Data-Backed Ways to Build Resilience Personalized coaching enhances employee resilience, leading to higher engagement and reduced absenteeism. Jul 22, 2024 ### Resilience as a Metric Measuring resilience offers insights into employee well-being and informs targeted support strategies. Dec 2, 2020 ### Building Goal-Setting Frameworks That Drive Results and Engagement Learn how to build goal-setting frameworks that align teams, boost engagement, and drive measurable results. Jan 20, 2025 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Taking Ownership of Your Career Journey | Boon" description: "Discover the power of ownership in your career and life. Embrace vulnerability, invite feedback, and take control of your future." source: "https://www.boon-health.com/learn/blog/taking-ownership-of-your-career-journey" -------------------------------------------------------------------------------- # Taking Ownership of Your Career Journey Empower your career by setting clear goals, seeking feedback, and embracing continuous learning opportunities. Boon Author June 16, 2024 Published In the early stages of my professional life, the concept of “owning my career” was somewhat elusive. But when the challenges came, I learned to grow. I’ve learned that true empowerment comes from embracing vulnerability and inviting others into my journey as a woman and leader. This shift in mindset, from self-imposed limits to open receptivity, was a game-changer. It was also the moment I realized the power of coaching and feedback to take control of my career and life. For me, stepping up and taking charge of our lives and careers has become a matter of collective personal responsibility. We’re often taught to follow orders as children. But it’s time to break free from that narrative. Does this resonate with you? I remember being curious and eager to reach out to my first coach. After I voiced my questions and concerns, my coach asked, "What would you like to take away from our time together?" That question brought a real moment of clarity: I had the power to lead my own life and career. This was a chance to challenge the narrative of 'do as you're told' and instead pursue what I truly wanted. It was a moment of liberation, a realization that I had the freedom to choose my path. This is the power we all hold within us. And you can do it, too. ## Choose to Lead and Own Your Career Here are some questions to guide your reflections. They’re meant to help you shift your mindset. When we envision your future, this naturally gets us moving towards creating and owning that future. ### 1. Celebrations in 12 Months What achievements are you celebrating a year from now? ### 2. Your Workspace As you walk into your workspace, what do you see? ### 3. Packing for Success What's in your suitcase when packing for a special work event? ### 4. 90-Day Career Plan What does your 90-day career onboarding plan look like? ### 5. 2025 Annual Review Reflect on your 2025 annual review. What did you achieve, and how will you measure success? ### 6. Proud Moments What would you share if your partner asked what you're most proud of in December 2024? ### 7. Networking at a Conference At a conference in July 2024, you spot someone you'd like on your board of directors, what do you ask them? ### 8. Role Models and Networks Who are your role models in your network? Who's missing? ### 9. Next Career Move What action, must you take to propel your career forward? What support do you require? ### 10. Skill Elevation What new skill do you want to learn to elevate your career? I hope that helps you get started. Owning our career and life becomes tangible when we embrace support, constructive feedback, and collaboration. And what benefits us ripples positively through our families, employers, communities, and the world. Boon Coach, Kathleen Fariss NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### OKRs vs. SMART Goals: Which Framework is Right for Your Team? Explore the differences between OKRs and SMART goals to find the best framework for your team. Jan 20, 2025 ### How to Get More Time Back in Your Day Reclaim time by prioritizing tasks, minimizing distractions, and delegating responsibilities effectively. Mar 19, 2024 ### Tips to Keeping our Mental Health in Check in the Office Maintain workplace mental health by setting boundaries, taking breaks, and seeking support when necessary. Jan 22, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Self-Care Summer: 10 Tips to Recharge | Boon" description: "Discover ten practical tips for prioritizing self-care. Take time to focus on your well-being and recharge your mind, body, and soul." source: "https://www.boon-health.com/learn/blog/self-care-summer-10-tips-for-unplugging-and-nurturing-your-well-being" -------------------------------------------------------------------------------- # Self-Care Summer: 10 Tips for Unplugging and Nurturing Your Well-Being Enhance well-being by setting boundaries, practicing mindfulness, and scheduling regular self-care activities. Boon Author July 29, 2023 Published Here we are in the midst of summer. For some, it's the perfect time to unplug and recharge, and for others, depending on their industry, it's the busiest time of the year, which can make self-care, unplugging, and reenergizing more challenging. If you find yourself in a season where you are having difficulty carving out time to unplug and re-energize, here are ten tips to unplug and nurture your well-being: ## **Pause. Recognize that you deserve and need to take time for yourself. ** Taking time to honor your mind, body, and soul through self-care is all about intentionality and prioritizing. ## **Clarity counts. ** Envision what it would be like coming back from a vacation, a day off, or an hour out from work and how you would feel. What would your pictures look like from that trip? What do you want to remember experiencing from that time away from work? Then, make it happen by reengineering how you arrived there. ## Apply a business process to your life. If you were going to map out a business process to ensure you achieved a goal at work, what would you do? Apply the same method to your time away. ## **Human being ****vs. human doing. ** The learning is always in the pause. When we think about how we want to show up and be, we have more clarity about how to hold space for ourselves to reconnect internally and with others and fill our self-care “buckets.” ## Set boundaries. Give yourself permission. I know that sounds weird, and we need to do that at times to break old habits. Share with your supervisor, staff, and clients when you will be off and how work will move forward while you are out. ## **Set daily intentions. ** Some people like to do this in the morning, and some in the evening. There is no wrong process to follow as long as you hold yourself accountable for setting the daily intention of how you want to show up for yourself. I use a 5-minute journal app as it has morning and evening meditations. ## Rules of engagement. Write out how you will choose keyword and choose not to check your text messages, emails, Slack notes, Team communications, etc. Then, honor that rule by holding that boundary for yourself. If you have to check emails, give yourself a time and window to do so, and then hold that time and only that time. ## **Leave your phone on the counter. ** When you schedule time to decompress, have a staycation, or go out with family and friends, leave your phone out of sight so you can be fully present. It allows your mind to rest. ## **Ask your family to ask you questions. ** When we are told what to do to unplug, what do we end up doing? It’s like when Mom and Dad said, “put your clothes away” or “don’t eat that cookie before dinner.” We did exactly the opposite. Well, some of us did. Have a family member ask you open-ended questions about what you would like to do to unplug. It’s more empowering when we do what we map out for ourselves rather than doing something we were directed to do. What’s your one thing? If you think about one thing you can do to ensure you unplug, what might that look like? It could be stepping outside to see the sun and soaking it in for ten minutes. Maybe it's pausing to call a family member to say hello. Perhaps it's getting in the car and going to your favorite store for an hour to gain a different perspective. What’s your one thing? When you plan your trip, day off, or staycation, the one word that is most important to remember is “grace.” Go easy on yourself. Self-care is a skill that can be learned, so start by setting intentions around your "one thing" and moving one step at a time. ## Interested in learning more about how Boon can help you and your teams? Schedule a Demo. Boon Coach, Kathleen Fariss NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Be Kind To Yourself. Be Kind To Others. It Heals Communities. Foster community healing through self-compassion and extending kindness to others. Dec 17, 2023 ### Leading Without Burning Out: Self-Care Strategies for Managers Burnout drains leadership impact, great managers prioritize self-care to lead with energy, clarity, and confidence. Feb 24, 2025 ### Tips to Keeping our Mental Health in Check in the Office Maintain workplace mental health by setting boundaries, taking breaks, and seeking support when necessary. Jan 22, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Reflection by Boon Coach Tricia Gehl | Boon" description: "A Boon coach marks her third anniversary with a reflection on what coaching changed for her clients." source: "https://www.boon-health.com/learn/blog/reflection-by-boon-coach-tricia-gehl" -------------------------------------------------------------------------------- # Reflection by Boon Coach Tricia Gehl A Boon coach reflects on three years of coaching and what it changed for clients. Boon Author June 11, 2023 Published This month, my reflection is timely as Boon lifts a glass to toast its third anniversary. Boon is celebrating an incredible journey. Boon boasts 34,000 coaching sessions, 200 coaches, 85 customers, and a 21-country client reach. I've been with Boon since the beginning and see firsthand how passionate, focused, and driven its leadership team is. Boon has created something powerful and purposeful these last three years. I’m also reflecting on my own experience as a Boon coach. ## The Best Job in the World! Upon reflection, I tell anyone who will listen that I have the best job in the world. I am not at all ashamed to admit that. To me, coaching is absolute magic. It’s the transformative component that supports people in shifting from “doing well” to becoming optimally functioning powerhouses. It helps clients see patterns they may have overlooked and identify limiting beliefs holding them back from their true potential. It exposes them to tools and frameworks that will support their path to success (that’s success based on their definition). I feel passionately connected to and fulfilled by the work I do with my clients. It really doesn’t feel like work at all. Being part of the Boon Health coaching team has been a gift. Boon has created an environment where their roster of coaches can thrive, learn from, and collaborate. This is done through providing compassionate, present, and supportive leadership. Through Boon, I’ve had the privilege of coaching the most brilliant and talented humans, humans who inspire me every day. ## **The Client as Muse * *** When I think back on all of the extraordinary clients I’ve worked with as a Boon coach over these past three years, I’m humbled by just how much I’ve learned from each of them: - I’ve learned patience and determination from leaders at all levels who are working hard to shift their companies’ cultures. - I’ve learned the importance of accountability and responsibility from those who’ve made missteps and have not shied away from the consequences or necessary strategy changes that followed. - I’ve learned the true power of courage and authenticity from those who worked hard to set boundaries and reassess their professional goals and definitions of success to live more balanced lives. I’ve also witnessed clients confront and overcome some truly incredible challenges and obstacles as a result of our work: - I’ve watched new CEOs work tirelessly to gain the respect of seasoned board members and become trusted leaders and decision-makers. - I’ve watched clients find their voice and then use that voice to provide tough but critical feedback to their leaders and advocate for their growth and development. - I’ve watched clients navigate complex transitions that weren’t of their choosing while gracefully leading team members through those same transitions. *** *** **Witnessing these growth journeys, transitions, and successes has helped me be a more present, empathetic, and collaborative coach and inspired me to be bolder and more courageous in my own life. Like I said, the best job in the world. ** ## Reflecting on **The Power of Coaching ** Companies that invest in coaching for their employees reap tremendous benefits. Coaching supports leaders at all levels in strengthening their resilience, creating strategies to manage and mitigate stress and burnout, and developing essential skills like collaborating efficiently, providing impact-based, actionable feedback, and making effective decisions. It arms people with the tools, best practices, and frameworks needed to help them thrive day-to-day. For companies, the byproduct is an increase in overall fulfillment, productivity, and focus within their teams. Working for a company that invests in its employees’ growth, resilience, and well-being creates empowered, present leaders at all levels. It lets employees know they are seen and heard and that their success matters as much as the organization’s success. ## Interested in learning more about how Boon can help you and your teams? Schedule a Demo. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### 3 Years of the "Boon Effect" Reflecting on three years of personalized coaching, enhancing employee resilience, and fostering organizational growth. Jun 19, 2023 ### Boon Turns 4! Celebrating four years of advancing employee well-being through personalized coaching and innovative mental health solutions. May 27, 2024 ### How Election Stress Impacts Your Workplace Address political stress through open dialogue, personalized support, and fostering psychological safety. Jul 3, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "How Election Stress Impacts Your Workplace | Boon" description: "At Boon Health, we provide in-depth resources on Boon Blog Election Stress." source: "https://www.boon-health.com/learn/blog/boon-blog-election-stress" -------------------------------------------------------------------------------- # How Election Stress Impacts Your Workplace Address political stress through open dialogue, personalized support, and fostering psychological safety. Boon Author July 3, 2024 Published And How Personalized Support Can Help In offices across the United States, political conversations increase as election day nears, posing a potential threat to cohesion. It’s important to note that stress and division is particularly high this decade. From 2016 to 2020, election stress grew from 52% to 68% among U.S. adults (American Psychological Association). On top of that, political-related violence and threats are on the rise. For HR leaders, this presents a challenge: How can you support your employees through political stress while maintaining a productive and inclusive work environment? ### 1. Acknowledge and Address Political Stress Ignoring election-related stress is a mistake. Employees are experiencing anxiety around the political climate, and it can impact their performance. Encourage open dialogue, but with boundaries. Create guidelines for respectful political discussions at work, ensuring that conversations remain civil and do not disrupt the team. ### 2. Provide Personalized 1:1 Support Employees experience political stress differently, and this is where personalized support can be invaluable. Offering access to 1:1 coaching or mental health support allows employees to process their feelings in a confidential, safe space. Personal support helps employees manage their emotions without carrying that stress into their workday. ### 3. Foster Psychological Safety It’s important that your workplace feels like a safe space for everyone, regardless of political beliefs. Psychological safety is key to maintaining productivity. Harvard Business Review found that teams with high psychological safety are 12% more productive. Create opportunities for employees to engage in stress-relieving activities or access mindfulness resources during high-stress periods. ### 4. Implement Long-Term Solutions Election stress is cyclical, but it can have a lasting impact. Building resilience in employees is critical, as it prepares them to handle stress from all sources, both personal and professional. Provide ongoing resources for mental health support, stress management training, and encourage work-life balance to help employees build long-term resilience. ### Dr. Kim Byrd’s Experience With Election-Related Stress Dr. Kimberly Byrd is a workplace psychology expert, with a Doctorate in organizational leadership. On September 26th, she’s talking to Boon CEO and Co-Founder Alex Simmons about the role politics plays in the workplace, and some tried and tested strategies that can keep it a psychological safe haven from divisive rhetoric this coming November. RSVP to hear her presentation. Election-related stress at work is a real thing that happens, but HR leaders can play a pivotal role in guiding their teams through it. By offering personalized support, fostering open yet respectful dialogue, and providing long-term resources, organizations can help employees manage stress effectively and maintain a positive, inclusive workplace. NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Boon Turns 4! Celebrating four years of advancing employee well-being through personalized coaching and innovative mental health solutions. May 27, 2024 ### 3 Years of the "Boon Effect" Reflecting on three years of personalized coaching, enhancing employee resilience, and fostering organizational growth. Jun 19, 2023 ### Burnout Isn’t Normal: How Employers Can Get Ahead of It Prevent burnout by promoting work-life balance, recognizing stress signs, and providing mental health resources. Jun 11, 2024 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "Be Kind To Yourself. Be Kind To Others. It Heals Communities. | Boon" description: "Discover the power of kindness during the holiday season. Embrace moments of reflection and cultivate a sense of calm for yourself and others." source: "https://www.boon-health.com/learn/blog/be-kind-to-yourself-be-kind-to-others-it-heals-communities" -------------------------------------------------------------------------------- # Be Kind To Yourself. Be Kind To Others. It Heals Communities. Foster community healing through self-compassion and extending kindness to others. Boon Author December 17, 2023 Published The holiday season is a time of mixed emotions. It can be wonderfully memorable yet also surprisingly stressful. Amidst the hustle and bustle, it's crucial to remind ourselves to pause, take a breath, and extend kindness to both ourselves and others. Embracing these moments of reflection and refocus can be a powerful antidote to potential anxiety and stress. So, as the holiday rush approaches, consider this an invitation to practice being present and cultivating a sense of calm. ## A Moment to Reflect As I take my moment to pause, I’m reminded of a critical component of what makes the holidays so memorable: Kindness. Kindness is a self-subscribed way of being that can heal you and others. It’s also a superpower that can cause a ripple effect throughout the world, one intentional moment and interaction at a time. It’s about paying attention to others’ needs, as my dear friend Dr. Rob Mckenna, founder of WiLD Leaders, aptly puts it, but first, paying attention to oneself. Ask yourself, what would change if you were kinder to yourself and others? What’s your response? How would that pause feel inside your body if you intentionally chose to feel what being kind to yourself felt like, especially during this time of the year when there are so many things to do and countless ways to show up as a human being and see yourself and others for who they were born to be? What if we believed in our best intentions and those of others? How would that change how we feel and lead in the world? It can be confirmed that things often get messy before they get clear, and the tension between sitting stuck and moving to be kind to yourself and others can take just one step. One intentional move forward, as Mel Robbins says, 1, 2, 3, go! ## The Kindness Games According to Lee Oughton and Tim Wenzel, the co-founders of The Kindness Games, a single post changed their mindset about community and sparked a global movement to invite others into their own kindness journey by posting for 30 days straight and recognizing those who have impacted their lives along the way. The Kindness Games is a beautiful movement, and I’ve participated in it as a contributor and beneficiary. Lifting those around you and recognizing their accomplishments and impact has many wonderful benefits. But what if we were intentionally kind to ourselves first? ### Here are some thoughts on kindness to consider for both yourself and others: #### You're Not Alone Be brave and take one step forward, regardless of what it is, and lean in. You’ll be surprised by the outpouring of support you'll receive. How? Send a handwritten note or a text of appreciation. #### Asking For Help Is Courageous Regardless of how you were raised, it’s essential to reach out and ask for help. It takes great courage, strength, and a willingness to face your vulnerability to seek support. Share your brilliance with the world and invite others in. #### Stay In Community When you feel like hiding or digging a hole, remember you aren’t invisible to other people. Pick up the phone, send an email, schedule a Zoom call, meet for coffee, and stay connected. Your community needs you to share your love and light as much as you need it your community. Spread kindness like confetti; it lessens stress and anxiety. #### Have Faith Believing in a cause much bigger than you requires first believing in yourself. Be kind and take that walk, go to that party, eat that special meal, hug just a little longer. #### Your Voice Matters Share It! When we choose to share our voices, we can be seen and heard, breaking restricting cycles and generational norms. Start small by sending a daily text of appreciation to a family member or friend. Who can you reach out to today to see them? Be kind. #### Get Out Of Your Way We can shift and grow once we become more aware of the triggers under the surface that cause us to spend days on autopilot and not show our whole selves. Choose to lean in and be kind. It's a choice to be kind to ourselves and others. Spend time with that special friend today. #### Be Curious Ask yourself what support you need today. What one kind thing would warm your heart? Being curious and listening to yourself go hand in hand. Your intuition is telling you something about what you need and the future. Give yourself permission to receive it. #### Get a Coach or Mentor We all need support to fully step into who we were born to be. Show compassion for yourself and others. It's not a sign of weakness; it's a superpower! Who can you intentionally invest in this coming year? Reach out and do it! #### Celebrate All That’s Special and Unique about YOU! Reflecting on ourselves and being kind allows us to see patterns and intentionally choose kindness for ourselves and others. We can honor our stories and the stories of others. Share a special shout-out on social media to celebrate who they are and give the gift of kindness. #### Inspire and Uplift “You don't have to think too hard or overdo it. Keep it short, simple, from the heart, and always be authentic.” - The Kindness Games: How a Single Post Changed Our Mindset About Community. Remember, we heal through our interactions, one intentional moment at a time. Be kind to yourself and be kind to others. We each have only one opportunity in this beautiful life. And always remember, taking time to be kind to yourself is a sign of incredible strength, not weakness. I see you. If you or someone you know is struggling or in crisis, help is available. Call or text 988 or chat at 988lifeline.org to reach the 988 Suicide & Crisis Lifeline. ## Interested in learning more about how Boon can help you and your teams? Schedule a Demo. Boon Coach, Kathleen Fariss NEWSLETTER ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. ## Related Articles ### Self-Care Summer: 10 Tips for Unplugging and Nurturing Your Well-Being Enhance well-being by setting boundaries, practicing mindfulness, and scheduling regular self-care activities. Jul 29, 2023 ### Men and Loneliness Address male loneliness by encouraging open conversations and building supportive social networks. Nov 13, 2023 ### Suicide Prevention Awareness Month Recognize suicide warning signs, offer support, and connect individuals with appropriate resources. Sep 5, 2023 ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. -------------------------------------------------------------------------------- title: "The Human Layer Podcast | Boon" description: "Conversations with operators about leadership in practice. The Human Layer podcast by Boon." source: "https://www.boon-health.com/learn/podcast" -------------------------------------------------------------------------------- # The Podcast. Conversations with operators about leadership in practice. ## Ep.15: How Do You Scale Culture While Building a $10B Company? Alex Simmons talks with Ciara O'Sullivan, Senior Director of People at Bilt, about how one of the fastest-growing fintechs builds culture in the AI era. ## Ep.14: Stop Asking HR to Be Everyone's Therapist In this episode, Hebba Youssef, founder of the "I Hate It Here" community, opens up about the emotional weight HR professionals carry every day. ## Ep.13: Culture, Growth, and Vulnerability Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth. ## Ep.12: Key Strategies for Thriving Through Layoffs Chinazom Nwabueze shares strategies for resilience, mental fitness, and leadership during layoffs and change. ## Ep.11: Can Hybrid Work Fix Office Culture? Scott Fleszar shares insights on balancing hybrid work's flexibility with fostering engagement and strong culture. ## Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know Cathy Manginelli shares feedback, coaching tips, and leadership strategies for fostering team growth and success. ## Ep.9: How to Embrace Failure as a Catalyst for Growth in a Workplace Keith Cocking emphasizes embracing failure as a growth opportunity through curiosity, self-awareness, and supportive cultures. ## Ep.8: How to Foster LGBTQ Inclusivity in the Workplace Cator Sparks discusses fostering LGBTQ+ workplace inclusivity through authentic allyship, vulnerability, and meaningful action. ## Ep.7: Learn Amazon's Onboarding Secrets Donna Alexander shares Amazon's data-driven onboarding strategies, emphasizing personalization, cultural awareness, and key metrics. ## Ep.6: The Mental Health Paradox for HR Leaders Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively. ## Ep.5: Break the Stress Cycle at Work Dr. Kimberly Byrd discusses overcoming workplace stress and chaos addiction through proactive strategies and empathy. ## Ep.4: How to Thrive as a Manager Rumeena Bhalla discusses overcoming imposter syndrome, balancing responsibilities, and setting motivating expectations for managers. ## Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness Jen Spainhour discusses overcoming imposter syndrome by cultivating self-awareness and dismantling limiting beliefs. ## Ep.2: Turn Generational Differences Into Assets Shee Shee Van Inwegen discusses bridging generational divides through psychological safety, diversity, and personalized communication. ## Ep.1: How to Have That Tough Talk at Work Diny Chen discusses navigating difficult workplace conversations using radical candor, empathy, and psychological safety. NEWSLETTER ## Never miss an episode Get notified when new episodes of The Human Layer go live, plus leadership insights from our team. -------------------------------------------------------------------------------- title: "Ep.1: How to Have That Tough Talk at Work | Boon" description: "Diny Chen discusses navigating difficult workplace conversations using radical candor, empathy, and psychological safety." source: "https://www.boon-health.com/learn/podcast/ep-1-how-to-have-that-tough-talk-at-work" -------------------------------------------------------------------------------- # Ep.1: How to Have That Tough Talk at Work ## FEATURED GUEST ### Diny Chen ICF-Accredited Coach Boon ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways 70% of employees avoid difficult conversations Understanding why avoidance happens is the first step to overcoming it. Radical candor fosters honest dialogue Being direct while caring personally creates space for respectful challenging conversations. Empathy and curiosity are essential Approaching difficult conversations with genuine interest in the other person transforms outcomes. Psychological safety enables honest communication Training managers to create safe spaces helps teams navigate challenges effectively. Coaching practices improve everyday interactions Small shifts in how we communicate can have a big impact on workplace dynamics. ## About This Episode Welcome to the inaugural episode of Have A Better Day with Boon Co-Founder and CEO Alex Simmons. We've all been there, those difficult conversations at work that seem impossible to navigate. Well, maybe it's time to stop dreading these tough talks. In this first episode, we are joined by the vibrant Diny Chen. Diny is an ICF-Accredited coach with Boon, bringing over a decade of program management experience at Fortune 500 companies like Google and YouTube. Her curiosity, energy, and commitment drive her coaching style, as she aims to empower individuals and teams to have a better day. ## Related Episodes ### Ep.6: The Mental Health Paradox for HR Leaders Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively. May 17, 2024 ### Ep.5: Break the Stress Cycle at Work Dr. Kimberly Byrd discusses overcoming workplace stress and chaos addiction through proactive strategies and empathy. May 8, 2024 ### Ep.8: How to Foster LGBTQ Inclusivity in the Workplace Cator Sparks discusses fostering LGBTQ+ workplace inclusivity through authentic allyship, vulnerability, and meaningful action. Jul 24, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.2: Turn Generational Differences Into Assets | Boon" description: "Shee Shee Van Inwegen discusses bridging generational divides through psychological safety, diversity, and personalized communication." source: "https://www.boon-health.com/learn/podcast/ep-2-turn-generational-differences-into-assets" -------------------------------------------------------------------------------- # Ep.2: Turn Generational Differences Into Assets ## FEATURED GUEST ### Shee Shee Van Inwegen Leadership Coach Boon ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Cultivating psychological safety at work Create environments where all generations feel safe to contribute. Embracing diversity Understand why and how workplaces should embrace generational diversity. Tailoring communications Adapt your generational communications approach to individual preferences. Personalizing care at scale Foster collaboration across generations through personalized approaches. ## Generational Friction at Work? Here’s What to Do. https://www.youtube.com/watch?v=z3FkS8SAWbk ## Show Notes: Turn Generational Differences Into Assets ### Guest: Shee Shee Van Inwegen Cross-generational communication skills are quickly becoming a coveted superpower in the workplace. And with more generations now working together than ever before, challenges in this same area are at an all-time high. These challenges are understandable, no matter which generation you identify with. But with a little empathy and some effort, they can be overcome. Or, better, turned into assets. In this episode, veteran leadership coach Shee Shee Van Inwegen walks me through how to bridge divides between employees of all ages. I think this is a really important topic. Enjoy the chat and let us know if you have any questions or anything to add! - Alex ### In this episode, we learn: - How to cultivate psychological safety at work - Why and how workplaces should embrace diversity - How to tailor your generational communications approach to individual preferences - How to personalize care at scale to foster collaboration across generations. ### Timestamps: 00:00 - Shee Shee’s background 03:06 - How Shee Shee became a multi-generational coach 07:17 - Common challenges in a multi-generational workforce 13:28 - How to make all generations feel supported 17:00 - Personalizing care for diverse generations in the workplace 20:07 - Acknowledging generational differences and having an open dialogue 23:22 - Good things to implement into your organization 25: 36 - How to know if implementation was successful 28:10 - The value and meaning of work for different generations ## Learn more about Boon: Website: https://www.boon-health.com/ LinkedIn: Boon ### Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify (COMING SOON) Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.6: The Mental Health Paradox for HR Leaders Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively. May 17, 2024 ### Ep.1: How to Have That Tough Talk at Work Diny Chen discusses navigating difficult workplace conversations using radical candor, empathy, and psychological safety. Mar 11, 2024 ### Ep.8: How to Foster LGBTQ Inclusivity in the Workplace Cator Sparks discusses fostering LGBTQ+ workplace inclusivity through authentic allyship, vulnerability, and meaningful action. Jul 24, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness | Boon" description: "Jen Spainhour discusses overcoming imposter syndrome by cultivating self-awareness and dismantling limiting beliefs." source: "https://www.boon-health.com/learn/podcast/ep-3-how-to-overcome-limiting-beliefs-and-increase-self-awareness" -------------------------------------------------------------------------------- # Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness ## FEATURED GUEST ### Jen Spainhour Leadership Coach Boon ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Invisible barriers to growth Understand the unconscious barriers we put in the way of our growth. Practical self-awareness tools Learn techniques for cultivating self-awareness and interrupting negative thoughts. Creating safe environments How to create safe environments for employee growth. Breaking free from limiting beliefs Framework to help break free from the lies we tell ourselves. ## Is Your First Reaction to Doubt Yourself? Here’s How to Change That https://www.youtube.com/watch?v=X55aUxx_xdA ## Show Notes ### Guest: Jen Spainhour Do you ever feel held back from your full potential? I have, at points in my career. It’s still something I have to monitor. We’re not alone, though. Limiting beliefs can be sneaky, but bringing ourselves into greater awareness around them can help stop us from sabotaging our success. In this episode of “Have A Better Day,” top coach Jen Spainhour shares how she overcame her own imposter syndrome to become a top performer. More importantly, she walks us through the framework she uses with her clients to help them break free from the lies they tell themselves. (Hint: Coaching helps 😉). Hope you enjoy! - Alex ### Other topics covered: - The invisible barriers we may be unconsciously putting in the way of growth - Practical tools for cultivating self-awareness and interrupting negative thoughts - How to create safe environments for employee growth ### Timestamps: 00:00 - Introduction 02:06 - Jen’s journey and background 04:38 - Key moment that shaped her coaching 06:58 - Limiting beliefs in the workplace 10:25 - Limiting beliefs after COVID 13:51 - Real-life example of Jen’s coaching 16:50 - Therapy vs. Coaching 22:55 - How can our limiting beliefs impact others 25:25 - Top three takeaways for overcoming limiting beliefs 27:23 - Tool to use as a leader ### Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.4: How to Thrive as a Manager Rumeena Bhalla discusses overcoming imposter syndrome, balancing responsibilities, and setting motivating expectations for managers. Apr 29, 2024 ### Ep.9: How to Embrace Failure as a Catalyst for Growth in a Workplace Keith Cocking emphasizes embracing failure as a growth opportunity through curiosity, self-awareness, and supportive cultures. Oct 1, 2024 ### Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know Cathy Manginelli shares feedback, coaching tips, and leadership strategies for fostering team growth and success. Oct 26, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.4: How to Thrive as a Manager | Boon" description: "Rumeena Bhalla discusses overcoming imposter syndrome, balancing responsibilities, and setting motivating expectations for managers." source: "https://www.boon-health.com/learn/podcast/ep-4-how-to-thrive-as-a-manager" -------------------------------------------------------------------------------- # Ep.4: How to Thrive as a Manager ## FEATURED GUEST ### Rumeena Bhalla Leadership Coach Boon ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Overcoming self-doubt Strategies for handling imposter syndrome in a new management role. Balancing responsibilities How to juggle tasks and strategic work without feeling overwhelmed. Setting expectations Learn to set expectations that motivate results. Leadership evolution Own your leadership evolution and boost confidence in your new role. ## Overcoming Imposter Syndrome and Balancing New Responsibilities https://youtube.com/watch?v=ILuLWF97DBY ## Show Notes ### Guest: Rumeena Bhalla I haven’t been shy about sharing my own struggles with self-doubt, as CEO of Boon. The LinkedIn post at that link ☝️ is related to our previous episode of the podcast, about limiting beliefs. I felt that we covered so many important topics in that conversation, but I also saw an opportunity to go deeper into the unique struggles of managing people and teams. Luckily, physician-turned-leadership coach Rumeena Bhalla was available to chat about what to do when you’re: - Struggling with self-doubt in a new management role - Feeling overwhelmed while trying to juggle tasks and strategic work - Protecting your most important hours each day I’m such a big fan of Rumeena. This is an empowering episode. Don’t miss it! - Alex ### Other topics covered: - Setting expectations that motivate results - Owning your leadership evolution - How to boost confidence, maximize your impact, and excel in your new role ### Timestamps: 00:00 - Introduction 02:06 - Jen’s journey and background 04:38 - Key moment that shaped her coaching 06:58 - Limiting beliefs in the workplace 10:25 - Limiting beliefs after COVID 13:51 - Real-life example of Jen’s coaching 16:50 - Therapy vs. Coaching 22:55 - How can our limiting beliefs impact others 25:25 - Top three takeaways for overcoming limiting beliefs 27:23 - Tool to use as a leader ### Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness Jen Spainhour discusses overcoming imposter syndrome by cultivating self-awareness and dismantling limiting beliefs. Apr 10, 2024 ### Ep.6: The Mental Health Paradox for HR Leaders Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively. May 17, 2024 ### Ep.5: Break the Stress Cycle at Work Dr. Kimberly Byrd discusses overcoming workplace stress and chaos addiction through proactive strategies and empathy. May 8, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.5: Break the Stress Cycle at Work | Boon" description: "Dr. Kimberly Byrd discusses overcoming workplace stress and chaos addiction through proactive strategies and empathy." source: "https://www.boon-health.com/learn/podcast/ep-5-break-the-stress-cycle-at-work" -------------------------------------------------------------------------------- # Ep.5: Break the Stress Cycle at Work ## FEATURED GUEST ### Dr. Kimberly Byrd Leadership Coach Boon ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Stress and chaos addiction How modern work culture has created an addiction to stress and chaos. Regaining control Strategies for regaining control and setting boundaries to combat burnout. Empathy reduces panic Why empathy across employees and managers is key to reducing workplace stress. Stop absorbing anxiety How to stop absorbing others' anxiety and improve your well-being. ## Strategies for Overcoming Stress and Chaos Addiction in Today’s Workplace https://youtube.com/watch?v=P6qylsbXOk0 ## Show Notes: Break the Stress Cycle at Work ### Guest: Dr. Kimberly Byrd I know I struggle with stress and chaos addiction at work. As a CEO, there’s so much I’m responsible for. So much that I sometimes forget to follow the reasonable, data-backed advice our coaches deliver to customers and clients of Boon every day. The advice to take some control back, when it comes to reactivity vs. proactivity. If you feel like your workforce is drowning all day, among the demands to “always be on” at work, this new episode of “Have A Better Day” with Dr. Kimberly Byrd is a must-listen. To combat burnout on the individual level, and to empower employees to get ahead of it on the organizational level, we often need to make different choices. In this talk, Kim details: - How modern work culture has created an addiction to stress and chaos - Strategies for regaining control and setting boundaries, that your people can start using today to combat burnout - Why empathy across your employees and managers is key to reducing panic And so many more takeaways that will surely help you and your people to walk back from this very real problem at so many well-meaning companies. Feel free to hit me up on LinkedIn to let me know what you think. - Alex ### Other topics covered: - How to stop absorbing others’ anxiety - Tangible tips to improve well-being, whether remote or in-office - When and why to ask questions instead of reacting ### Timestamps: 00:00 - Introduction 02:21 - Coaching versus Therapy 04:28 - Dr. Kim’s experience with stress addiction 07:55 - Habits and patterns as addictions 10:06 - Stress in the working environment 15:05 - Striving for perfection cycle 18:59 - How to get out of the stress zone 21:55 - Asking questions before responding 26:23 - Three takeaways on how to break stress and chaos 29:29 - Listen to your body to see the signs of crisis 30:35 - Useful advice for the HR leaders 33:05 - Where can people find Kimberly? ### Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.1: How to Have That Tough Talk at Work Diny Chen discusses navigating difficult workplace conversations using radical candor, empathy, and psychological safety. Mar 11, 2024 ### Ep.8: How to Foster LGBTQ Inclusivity in the Workplace Cator Sparks discusses fostering LGBTQ+ workplace inclusivity through authentic allyship, vulnerability, and meaningful action. Jul 24, 2024 ### Ep.6: The Mental Health Paradox for HR Leaders Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively. May 17, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.7: Learn Amazon's Onboarding Secrets | Boon" description: "Donna Alexander shares Amazon's data-driven onboarding strategies, emphasizing personalization, cultural awareness, and key metrics." source: "https://www.boon-health.com/learn/podcast/ep-7-learn-amazons-onboarding-secrets" -------------------------------------------------------------------------------- # Ep.7: Learn Amazon's Onboarding Secrets ## FEATURED GUEST ### Donna Alexander Onboarding Expert Amazon ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Three assumptions sabotaging onboarding The assumptions that hurt your onboarding process and how to fix them. Scaling training globally How Amazon scaled training across 30 countries. Key onboarding metrics Which onboarding metrics Amazon tracked maniacally, and how you can do the same. Creating inclusive remote experiences How to create an inclusive onboarding experience for remote teams. ## How to Set Your Organization Up for Success With a Thoughtful, Data-Driven, and Personalized Approach to Onboarding https://youtube.com/watch?v=3LQxGD_5JwY ## Show Notes ### Guest: Donna Alexander Judging by both the hard data and what you constantly seem to hear among executives and people leaders, onboarding is extremely important, and difficult to get right. Imagine trying to get it right at scale, at a company as large as Amazon. At Boon, we know a thing or two about how to personalize the employee experience, even at large organizations. And we’re well aware of the importance of onboarding (since we help some customers with it). So when I got the chance to speak to Donna Alexander about her experience managing onboarding at Amazon, I was immediately…on board 😉. Check out what she had to say on “Have A Better Day.” Such as: - The three assumptions sabotaging your onboarding process (and how to fix them). - How Amazon scaled training across 30 countries. - Which onboarding metrics Amazon tracked maniacally, and how you can do the same I walked away from our chat with so many actionable takeaways to share with our coaching corps, and to integrate into how we onboard at Boon. Don’t onboard alone, especially when you can get insider strategies from an industry vet who has seen it all. - Alex ### Other topics covered: - How to create an inclusive experience for remote teams - How to keep new hires engaged for the long run - Addressing cultural differences when onboarding ### Timestamps: 00:00 - Intro 00:47 - Donna’s background 03:07 - Amazon’s onboarding process and metrics 09:57 - Cultural differences in the onboarding process 13:14 - Three assumptions to get rid of 18:07 - Onboarding strategies for a hybrid and remote workforce 26:13 - Top things to track throughout the onboarding process 28:33 - How to improve the onboarding process? 32:47 - Where can people find Donna? ### Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.12: Key Strategies for Thriving Through Layoffs Chinazom Nwabueze shares strategies for resilience, mental fitness, and leadership during layoffs and change. Feb 8, 2025 ### Ep.6: The Mental Health Paradox for HR Leaders Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively. May 17, 2024 ### Ep.11: Can Hybrid Work Fix Office Culture? Scott Fleszar shares insights on balancing hybrid work's flexibility with fostering engagement and strong culture. Jan 20, 2025 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.8: How to Foster LGBTQ Inclusivity in the Workplace | Boon" description: "Cator Sparks discusses fostering LGBTQ+ workplace inclusivity through authentic allyship, vulnerability, and meaningful action." source: "https://www.boon-health.com/learn/podcast/ep-8-how-to-foster-lgbtq-inclusivity-in-the-workplace" -------------------------------------------------------------------------------- # Ep.8: How to Foster LGBTQ Inclusivity in the Workplace ## FEATURED GUEST ### Cator Sparks Leadership Coach Boon ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Authentic allyship Inclusion starts with understanding and moves beyond templates and checked boxes. Male vulnerability Ways men can get comfortable with vulnerability in the workplace. Creating real change How to be a real ally that creates lasting change. Meaningful action vs. surface support The difference between meaningful action and surface-level support. ## How To Hold Space For Male Vulnerability and Support LGBTQ+ Employees Beyond Pride Month https://youtube.com/watch?v=ITka0UPiO2Q ## Show Notes: ### Guest: Cator Sparks “If you put shame in a petri dish and cover it with judgment, silence, and secrecy, you’ve created the perfect environment for shame to grow until it makes its way into every corner and crevice of your life. If, on the other hand, you put shame in a petri dish and douse it with empathy, shame loses its power and begins to wither.” - Brene Brown Boon coach Cator Sparks noticed a void. There wasn’t enough support for men in the workplace, particularly men dealing with issues such as: - Loneliness - Yearning for deeper connections - Being in their heads and not their bodies It “sparked” a shift in him, from a career and life in fashion and health in NYC to moving to Charleston, South Carolina, and starting a men’s coaching private practice in 2019. On this episode of “Have A Better Day,” we have a candid conversation about shame and vulnerability, particularly the intersection of men’s and LGBTQ+ issues. Inclusion starts with understanding. It moves beyond templates, words, and checked boxes. It takes thoughtful and meaningful action. Cator had some fascinating things to say about authentic allyship in the workplace. If you’re an HR manager interested in fostering lasting inclusivity beyond Pride Month, watch or listen to the podcast episode. ### Other topics covered: - Ways men can get comfortable with vulnerability - How to be a real ally that creates change - Meaningful action vs. surface-level support PS: We initially hoped to get this episode out during Pride Month in June, but consider it a year-round message from Boon 🙂 , Alex ### Timestamps: 00:00 Introduction to Cator Sparks, a Boone coach 00:59 Cator’s background and GBTQ community coach 03:10 Connection to Queer Community 05:36 Shared experience between straight and gay men 09:44 How to put allyship into action? 12:23 Inclusivity and meaningful change in the last few years 14:22 The impact of dialog and education 17:13 How to become a better ally? 20:42 Where can people find Cator? ### Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.6: The Mental Health Paradox for HR Leaders Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively. May 17, 2024 ### Ep.5: Break the Stress Cycle at Work Dr. Kimberly Byrd discusses overcoming workplace stress and chaos addiction through proactive strategies and empathy. May 8, 2024 ### Ep.1: How to Have That Tough Talk at Work Diny Chen discusses navigating difficult workplace conversations using radical candor, empathy, and psychological safety. Mar 11, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.9: How to Embrace Failure as a Catalyst for Growth in a Workplace | Boon" description: "Keith Cocking emphasizes embracing failure as a growth opportunity through curiosity, self-awareness, and supportive cultures." source: "https://www.boon-health.com/learn/podcast/ep-9-how-to-embrace-failure-as-a-catalyst-for-growth-in-a-workplace" -------------------------------------------------------------------------------- # Ep.9: How to Embrace Failure as a Catalyst for Growth in a Workplace ## FEATURED GUEST ### Keith Cocking Leadership Expert Boon ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Fixed to growth mindset How shifting from a fixed mindset to a growth mindset can unlock opportunities. Generational differences in failure The concerning trend of shame factories being created for younger generations. Self-awareness and self-compassion Practical strategies for cultivating a healthy relationship with failure. Creating supportive cultures How to build organizational cultures that celebrate learning from setbacks. https://youtube.com/watch?v=YbJVwNvSfTs ## Show Notes: ### Guest: Keith Cocking In this episode, host Alex Simmons talks with leadership expert Keith Cocking about the power of embracing failure. Keith shares his journey from a fixed mindset to a growth mindset and how this shift unlocked opportunities for growth. The discussion explores generational differences in how failure is perceived, with Keith highlighting the concerning trend of "shame factories" being created for younger generations. Keith offers practical strategies for cultivating a healthy relationship with failure, including self-awareness, self-compassion, and creating organizational cultures that celebrate learning from setbacks. As an experienced coach, Keith provides insights into the role of curiosity in helping clients navigate failure and the need for clear expectations and infrastructure within organizations to support employee growth. The episode concludes with actionable tips for HR leaders to foster a culture that embraces failure as a catalyst for innovation and excellence. Timestamps: 00:00 Intro 00:47 Keith's journey and leadership development 04:06 Becoming a coach 05:14 Personal experience with failure 11:11 How different generations embrace failure 14:02 Identifying personal relationship with failure 17:47 Practical tips for embracing failure 21:44 How can coaches help employees in embracing failure 23:33 Getting out of judgment mode 25:49 Setting clear expectations and building infrastructure for support 30:53 Elon Musk’s SpaceX failures 31:51 Practical tips for HR leaders Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness Jen Spainhour discusses overcoming imposter syndrome by cultivating self-awareness and dismantling limiting beliefs. Apr 10, 2024 ### Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know Cathy Manginelli shares feedback, coaching tips, and leadership strategies for fostering team growth and success. Oct 26, 2024 ### Ep.13: Culture, Growth, and Vulnerability Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth. Feb 11, 2025 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know | Boon" description: "Cathy Manginelli shares feedback, coaching tips, and leadership strategies for fostering team growth and success." source: "https://www.boon-health.com/learn/podcast/ep-10-master-feedback-now-coaching-tips-every-leader-must-know" -------------------------------------------------------------------------------- # Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know ## FEATURED GUEST ### Cathy Manginelli Chief Talent Officer TriNet ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Good feedback boosts performance How effective feedback can transform your team's productivity. Coaching vs. consulting Understand the key differences and when to apply each for better leadership. Self-awareness is your superpower Why knowing your strengths and blind spots is crucial for growth. Normalizing feedback Creating a culture where feedback is expected and welcomed. https://youtube.com/watch?v=Ky5cd6xRtIw ## Show Notes: ### Guest: Cathy Manginelli In this episode, Cathy Manginelli, Chief Talent Officer at TriNet, discusses performance reviews, coaching, and feedback. Discover how leaders can harness the power of coaching to unlock team potential, drive productivity, and create a feedback-rich culture. Whether you're a seasoned executive or a new manager, these tips will help you lead with confidence and transform your team's performance. Here are some key takeaways from this episode: - Good feedback can boost performance. Learn how effective feedback can transform your team’s productivity. - The difference between coaching and consulting. Understand the key differences and when to apply each for better leadership. - Self-awareness is your leadership superpower. See why knowing your strengths and blind spots is crucial for growth. Ready to elevate your leadership game? Tune in and start transforming your team today! Timestamps: 00:00 Intro 00:47 From studying organizational psychology to Chief Talent Officer at TriNet 03:48 A transition from talent development to executive coaching 06:19 The difference between consulting and executive coaching 08:56 Consulting vs. coaching approach for small business leaders 14:26 Where's the line between coaching and therapy 16:42 The importance of self-awareness and feedback for leadership success 20:10 How has leadership development evolved in recent years 22:19 How to deliver feedback in a productive way 26:42 Tips for new managers on giving feedback and managing teams 30:12 What are 360 reviews, and how do they help 39:46 Advice on normalizing feedback and fostering a growth culture Subscribe Smash that Subscribe button to be the first to hear the latest about how to Have a Better Day ✌️. YouTube Spotify Apple (COMING SOON) ### Interested in learning more about how Boon can help you and your teams? Schedule a Demo. ## Related Episodes ### Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness Jen Spainhour discusses overcoming imposter syndrome by cultivating self-awareness and dismantling limiting beliefs. Apr 10, 2024 ### Ep.13: Culture, Growth, and Vulnerability Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth. Feb 11, 2025 ### Ep.12: Key Strategies for Thriving Through Layoffs Chinazom Nwabueze shares strategies for resilience, mental fitness, and leadership during layoffs and change. Feb 8, 2025 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.11: Can Hybrid Work Fix Office Culture? | Boon" description: "Scott Fleszar shares insights on balancing hybrid work's flexibility with fostering engagement and strong culture." source: "https://www.boon-health.com/learn/podcast/ep-11-can-hybrid-work-fix-office-culture" -------------------------------------------------------------------------------- # Ep.11: Can Hybrid Work Fix Office Culture? ## FEATURED GUEST ### Scott Fleszar CEO SafeSend ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways The workplace is still in transition There's no universal answer to office vs. remote - different models demand different approaches. Employee leverage is cyclical Smart HR leaders prepare for leverage swings by balancing empathy with business rigor. Benefits must evolve Employees now value flexibility, mental health support, and learning opportunities as much as traditional perks. Culture needs intentional design With fewer in-person interactions, culture can no longer be left to chance. ### Scott Fleszar, CEO of SafeSend ### About This Episode In this episode, Alex Simmons chats with Scott Fleszar about the evolving workplace dynamics in a post-pandemic world. Alex Simmons chats with Scott Fleszar about the evolving workplace dynamics in a post-pandemic world, focusing on the challenges and benefits of hybrid work. They explore how businesses can balance the flexibility of remote work with the value of in-person collaboration to foster stronger employee engagement and a more vibrant company culture. Scott shares his personal experiences as a CEO of SafeSend navigating these changes, offering insights on how hybrid models can boost employee engagement, foster a strong company culture, and create a more connected, successful workforce. Tune in to hear practical tips and strategies for thriving in the new world of work. ### Key Takeaways ### The workplace is still in transition The discussion underscores that there’s no universal answer to the office vs. remote debate. Different business models, growth stages, and team compositions demand different approaches. What’s clear, however, is that hybrid flexibility is here to stay, and leaders must adapt policies dynamically rather than defaulting to pre-pandemic norms. "Organizations are still experimenting, the “right” workplace model depends on who you are, where you are in your growth, and how your teams actually work best." ### Leverage has shifted toward employees, but it’s cyclical Fleszar and Simmons note that employee-employer leverage fluctuates with market cycles. While employees gained flexibility and bargaining power during the pandemic, employers are now regaining influence as the economy tightens. Smart HR leaders will prepare for these swings by balancing empathy with business rigor, ensuring policies remain fair and sustainable even as leverage shifts. "It’s not about permanent power on one side, the best companies are building mutual trust that survives market cycles." ### Benefits and the employee value proposition must evolve As hybrid and remote models take hold, traditional benefits packages are being reimagined. Employees now value flexibility, mental health support, and learning opportunities as much as traditional perks like health insurance or office lunches. HR leaders need to think holistically about “total rewards,” aligning benefits with how people actually live and work in 2025. "The modern benefits landscape is about personalization, meeting people where they are, both physically and emotionally." ### Culture needs intentional design in distributed teams With fewer in-person interactions, culture can no longer be left to chance. Leaders must actively design moments of connection and belonging. This includes clear communication rituals, consistent leadership visibility, and recognition systems that cross remote boundaries. HR teams play a crucial role in codifying culture so that it survives growth and decentralization. "Hybrid culture isn’t weaker by default, it’s weaker when left unmanaged." ### The future of work demands continuous experimentation A shared theme throughout the discussion is that the future of work is a moving target. Organizations should treat their people strategies like product roadmaps, test, learn, iterate. HR and people leaders who adopt an agile mindset will be best equipped to handle rapid changes in technology, workforce expectations, and economic realities. "The companies that thrive will be the ones that treat work design as a living experiment, not a fixed policy." Watch the full video of Can Hybrid Work Fix Office Culture? ### Timestamps: 00:00 Intro 00:47 Scott’s opinion on office vs. hybrid vs. remote work **04:08 **COVID pandemic and adapting to remote work 06:55 Scaling a remote business during COVID 08:23 Managing hybrid work as a small business 12:14 Pros and cons of hybrid vs. remote work 16:56 Overcoming challenges of returning to the office 20:33 Importance of engagement and culture in hybrid models 21:47 The shift in employee leverage post-pandemic 26:45 Onboarding challenges in a remote work environment 32:07 Scott’s Top 3 tips for navigating hybrid work **34:40 **Where to connect with Scott Fleszar? ### Stronger Teams Start with Boon #### Scale Personal and professional coaching accessible to all employees #### Grow Customized, cohort-based leadership development programs #### Exec Premium executive coaching designed for complex challenges #### Together Collaborative coaching for teams, departments, and the entire company ### Subscribe Here Want to get notified when new episodes of Have a Better Day go live? Subscribe wherever you get your podcasts! YoutubeSpotifyApple Podcast ## Interested in learning more about how Boon can help you and your teams? ## Related Episodes ### Ep.15: How Do You Scale Culture While Building a $10B Company? Alex Simmons talks with Ciara O'Sullivan, Senior Director of People at Bilt, about how one of the fastest-growing fintechs builds culture in the AI era. Sep 23, 2025 ### Ep.13: Culture, Growth, and Vulnerability Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth. Feb 11, 2025 ### Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know Cathy Manginelli shares feedback, coaching tips, and leadership strategies for fostering team growth and success. Oct 26, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.12: Key Strategies for Thriving Through Layoffs | Boon" description: "Chinazom Nwabueze shares strategies for resilience, mental fitness, and leadership during layoffs and change." source: "https://www.boon-health.com/learn/podcast/ep-12-key-strategies-for-thriving-through-layoffs" -------------------------------------------------------------------------------- # Ep.12: Key Strategies for Thriving Through Layoffs ## FEATURED GUEST ### Chinazom Nwabueze Executive Coach & CEO Dreamcatchers Performance ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Layoffs create organizational trauma They deeply impact those who stay, not just those who leave, requiring intentional recovery spaces. Mental fitness is essential Employees who can regulate stress and focus on what they can control become cultural stabilizers. Balance empathy with clarity The sweet spot is clear, compassionate communication that acknowledges fear without sugarcoating reality. Thriving in chaos is a competitive advantage People who see disruption as growth opportunity will define next-generation high performance. Chinazom Nwabueze, Executive Coach and CEO of Dreamcatchers Performance ## About This Episode Layoffs create waves of stress that ripple through entire organizations. In this episode, executive coach Chinazom Nwabueze shares strategies for thriving through the chaos. You'll learn how to build mental fitness, lead in tough times, and stay resilient when everything feels uncertain. Chinazom covers handling layoffs, adapting to AI-driven shifts, and managing your energy when the pressure is on. Whether you're leading through team cuts or navigating personal stress, this conversation is packed with practical advice you can use right away. ### The psychological impact of layoffs is often underestimated Layoffs don't just affect those who leave. They deeply impact those who stay. Nwabueze calls this "organizational trauma," and it leads to guilt, anxiety, and disengagement. HR leaders need to recognize this emotional fallout and create recovery spaces. Team debriefs, mental health check-ins, and leadership transparency all play a role. "Layoffs are not a single event. They create a lasting psychological shock that organizations must actively help people recover from." ### Thriving in chaos requires structural and psychological resilience "Doing more with less" demands more than efficiency. It takes mental fitness and mindset adaptability. Employees who stay grounded, regulate stress, and focus on what they can control become cultural stabilizers. HR's role is to teach resilience as a skill, not just hope employees already have it. "The strongest organizations help their people build emotional agility to navigate constant disruption." ### HR must balance empathy with clarity Leaders often either over-explain (fueling anxiety) or go silent (fueling rumors). The sweet spot is clear, compassionate communication. Acknowledge fear without sugarcoating reality. Nwabueze encourages HR leaders to train managers on communicating uncertainty while maintaining psychological safety. "Employees don't expect all the answers. They expect honesty, empathy, and presence." ### The "thrive in chaos" mindset is a competitive advantage Layoffs and AI disruption are reshaping what stability means. People who see disruption as a growth opportunity will define the next generation of high performance. HR can lead this shift by embedding mental fitness training and coaching into talent development. "Tomorrow's high performers will be those who stay calm, curious, and connected, not just those who can execute." ### HR is shifting from problem-solvers to resilience architects HR is no longer just an administrator of change. Nwabueze sees HR as a designer of human sustainability. That means equipping teams with tools, language, and support systems to process emotional strain and find meaning during tough transitions. Building resilient cultures is no longer optional. It's a strategic necessity. "People leaders must evolve from managing performance to cultivating endurance, helping teams sustain energy, not just output." Watch the full video of Key Strategies for Thriving Through Layoffs. ## Related Episodes ### Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know Cathy Manginelli shares feedback, coaching tips, and leadership strategies for fostering team growth and success. Oct 26, 2024 ### Ep.7: Learn Amazon's Onboarding Secrets Donna Alexander shares Amazon's data-driven onboarding strategies, emphasizing personalization, cultural awareness, and key metrics. Jun 19, 2024 ### Ep.13: Culture, Growth, and Vulnerability Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth. Feb 11, 2025 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.13: Culture, Growth, and Vulnerability | Boon" description: "Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth." source: "https://www.boon-health.com/learn/podcast/ep-13-culture-growth-vulnerability" -------------------------------------------------------------------------------- # Ep.13: Culture, Growth, and Vulnerability ## FEATURED GUEST ### Andrew Silver Founder & Former CEO Molo Solutions ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Culture starts with strong leadership examples Build trust by modeling behaviors you want others to emulate, resilience, integrity, and responsiveness. Storytelling is a culture-building superpower Reinforce values through real examples of employees solving problems and connecting individual effort to outcomes. Integrity must be operational Build systems that ensure you live your values every day, not just post them on the wall. Vulnerability is the future of leadership Self-awareness, emotional intelligence, and vulnerability are the defining traits of modern leadership. ### Andrew Silver, Founder and Former CEO of Molo Solutions ### About This Episode In this episode, we sit down with Andrew Silver, founder, and former CEO of Molo Solutions, to uncover the incredible journey of transforming a small startup into a $200M logistics powerhouse acquired by ArcBest, all in under five years. Andrew gets raw and honest as he shares the highs and lows of rapid scaling, the complexities of adapting to remote work, and the pivotal role emotional intelligence played in his leadership. He doesn’t hold back on his struggles, hard-earned lessons, and how embracing vulnerability became his greatest strength. Whether you're an entrepreneur or business leader or love stories of resilience and growth, Andrew’s authenticity and actionable insights make this episode an inspiring and unmissable listen. ### Key Takeaways ### Culture starts with strong leadership examples Silver credits Molo’s early success to leaders who were never above the work. He and co-founder Matt Vogrich built trust and buy-in by modeling the behaviors they wanted others to emulate, resilience, integrity, and responsiveness. They didn’t just talk about work ethic; they lived it, setting a tone that inspired others to “do whatever it takes.” “The best entrepreneurs are the ones who inspire others to want to do whatever it takes.” ### Storytelling is a culture-building superpower Silver hosted biweekly company-wide meetings to reinforce values and recognize wins through storytelling. He’d highlight real examples of employees solving customer problems, connecting individual effort to broader business outcomes. “Giving people praise is such an inexpensive way to garner buy-in… words mean a lot.” ### ** Integrity must be operational, not just an ideal** Molo’s culture of integrity wasn’t just a poster on the wall; it was embedded in systems and rules that governed daily decisions. For instance, they designed internal policies to prevent unethical behavior, such as shortchanging truck drivers on payments, and made those non-negotiable. “Don’t set values because they look good on paper. Build systems that ensure you live them every day.” ### Culture can't scale without intention During the pandemic, Silver initially embraced remote work after witnessing high productivity and trust. But as Molo doubled in size, the limitations of remote onboarding and cultural transmission became clear. New hires lacked the osmosis that happened in-office, and connection waned. “It’s different strokes for different folks… but if only 20% come to the office, you may lose the magic that builds culture.” ### ** Vulnerability is the future of leadership** Silver shared openly about his personal struggles, the pain of losing control after Molo’s acquisition, and the personal growth that came from executive coaching. He believes that self-awareness, emotional intelligence, and vulnerability are the defining traits of modern leadership. “The best leaders will be the ones who leverage vulnerability to connect more deeply. You have to be your authentic self, that’s how people trust you.” Watch the full video of Culture, Growth, and Vulnerability. ### Timestamps: 00:00 Introduction to Andrew Silver, founder of Molo Solutions 02:17 Starting the company, building the team, and entrepreneurial mindset 06:35 Maintaining company values and culture through rapid growth 10:43 The role of integrity, hard work, and transparency in business success **14:58 **Challenges and strategies during COVID-19 23:01 Pros and cons of working in a virtual environment 29:22 The importance of mental health, coaching, and leadership development 33:10 The challenges of transition post-acquisition 39:28 The importance of investing in management 42:47 Best practices for scaling a remote-first company 46:17 The future of leadership & the role of AI ### Stronger Teams Start with Boon #### Scale Personal and professional coaching accessible to all employees #### Grow Customized, cohort-based leadership development programs #### Exec Premium executive coaching designed for complex challenges #### Together Collaborative coaching for teams, departments, and the entire company ### Subscribe Here Want to get notified when new episodes of Have a Better Day go live? Subscribe wherever you get your podcasts! YoutubeSpotifyApple Podcast ## Interested in learning more about how Boon can help you and your teams? ## Related Episodes ### Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know Cathy Manginelli shares feedback, coaching tips, and leadership strategies for fostering team growth and success. Oct 26, 2024 ### Ep.12: Key Strategies for Thriving Through Layoffs Chinazom Nwabueze shares strategies for resilience, mental fitness, and leadership during layoffs and change. Feb 8, 2025 ### Ep.11: Can Hybrid Work Fix Office Culture? Scott Fleszar shares insights on balancing hybrid work's flexibility with fostering engagement and strong culture. Jan 20, 2025 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Ep.15: How Do You Scale Culture While Building a $10B Company? | Boon" description: "Alex Simmons talks with Ciara O'Sullivan, Senior Director of People at Bilt, about how one of the fastest-growing fintechs builds culture in the AI era." source: "https://www.boon-health.com/learn/podcast/how-do-you-scale-culture-while-building-a-10b-company" -------------------------------------------------------------------------------- # Ep.15: How Do You Scale Culture While Building a $10B Company? ## FEATURED GUEST ### Ciara O'Sullivan Senior Director of People Bilt ## Episode Chapters ## Listen & Subscribe Available on your favorite podcast platforms ## Key Takeaways Culture is foundational to business strategy Bilt treated culture as a business imperative from day one, ensuring every employee received benefits and clear communication. Intentional onboarding makes an impact A custom 90-day program ensures every hire makes tangible contributions, culminating in the iconic Bilt Letterman jacket. Scale with purpose, not headcount Every hire must be justified with clear impact, funding does not equal rapid hiring. The human POV is an AI-age advantage While embracing AI through hackathons, Bilt recognizes human connection is more valuable than ever. In-person work drives innovation Trust and collaboration from in-office work have become competitive advantages for complex, cross-functional teams. Safe spaces for experimentation pay off Failure is reframed as learning, employees are encouraged to teach us about your failing. People leaders are translators The modern HR role is helping humans adapt and thrive, bridging executive vision with day-to-day reality. ## About This Episode What does it really take to scale a $10B company without losing its soul? In this episode, Alex Simmons sits down with Ciara O'Sullivan, Senior Director of People at Bilt, to unpack how one of the fastest-growing fintechs is redefining company culture in the AI era. Ciara shares how Bilt kept its culture strong while growing fast, why working in person gives them an edge, and how AI hackathons fuel new ideas. If you care about building strong teams in a changing world, hit play and discover how it's really done. ### A Call to Action for HR Leaders Her final message was blunt but energizing: companies that block AI experimentation are holding their people back. Just as email or Google once transformed work, AI literacy is now essential for staying relevant. "If your company isn't letting you use AI, you have a decision to make. You're going to get left behind." ## Related Episodes ### Ep.11: Can Hybrid Work Fix Office Culture? Scott Fleszar shares insights on balancing hybrid work's flexibility with fostering engagement and strong culture. Jan 20, 2025 ### Ep.13: Culture, Growth, and Vulnerability Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth. Feb 11, 2025 ### Ep.7: Learn Amazon's Onboarding Secrets Donna Alexander shares Amazon's data-driven onboarding strategies, emphasizing personalization, cultural awareness, and key metrics. Jun 19, 2024 ## Explore Boon's Solutions Scalable coaching programs designed to develop leaders at every level ### Scale Executive coaching for senior leaders driving organizational change ### Grow Manager development program combining coaching with structured learning ### Exec Premium 1:1 coaching for C-suite and executive leadership ### Together Team coaching to build alignment, trust, and high performance ## Want to develop leaders who drive results? Let's talk about how Boon can help your organization build leadership capacity at scale. -------------------------------------------------------------------------------- title: "Boon Live | Boon" description: "Events, webinars, and live learning experiences from Boon." source: "https://www.boon-health.com/learn/live" -------------------------------------------------------------------------------- # Events & Webinars. Interactive sessions and live learning experiences with our team and coaches. ## Upcoming Events No upcoming events right now. Check back soon or follow us on LinkedIn to get notified. ## Past Events ### Navigating the Future of L&D: The Role of AI in Employee Development How AI is changing employee development, and what L&D teams should do now. ### Mental Health in the Age of AI, Layoffs, and Leadership Overload As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This session unpacked the reality of leadership overload and its ripple effects. ### No Buy-In, No Budget: How to Win Executive Support for People Development Leadership development doesn't have to be a hard sell. When positioned right, it becomes a strategic no-brainer. Let us know if you'd like to explore how Boon can help you tailor your pitch to decision-makers, we'd love to support your goals. ### Manager to Leader: Coaching Strategies for 2025 Why traditional manager training falls short, and the coaching strategies that prepare managers for tough feedback, accountability, and conflict. ### Inspiration to Action: Managing Goal Setting Without Overwhelm Most people start the year with ambitious goals, whether it's getting a promotion, launching a business, or improving personal habits. But too often, motivation fades, overwhelm creeps in, and progress stalls. Why? Because setting goals is one thing, sustaining them is another. ### Employee Growth Infrastructure Is Fundamentally Broken Traditional growth strategies fail; Boon's Grow program fosters personal, professional development through personalized coaching. ### Election Stress and the Workplace: Discussion Part 2 Foster resilience during election stress by encouraging open communication, setting boundaries, and supporting employee well-being. ### Election Stress and The Workplace: Strategies for HR Leaders Address election stress by fostering inclusivity, setting boundaries, and providing employees with stress management resources. ### No One Can Pour From an Empty Cup NBA Champion Metta Sandiford-Artest and Dr. Monica Warland discuss workplace mental health's importance. ### Addressing Mental Health: Real Life Thoughts from Boon Coaches Prioritize mental health in workplaces to enhance resilience, productivity, and overall employee well-being year-round. ### How to Grow Your Career WITHIN An Organization Learn actionable strategies to grow your career intentionally within your organization through expert guidance. ### Performance Management for Small to Mid-Size Businesses Explore strategies to modernize performance management, integrating personal growth, continuous feedback, and empathetic leadership. ### Approaching Mental Health Explore managing stress, reducing stigma, and building resilience in personal and professional mental health. NEWSLETTER ## Get notified about upcoming events Be the first to know when we announce new live sessions, webinars, and workshops. -------------------------------------------------------------------------------- title: "Election Stress and the Workplace: Discussion Part 2 | Boon" description: "Foster resilience during election stress by encouraging open communication, setting boundaries, and supporting employee well-being." source: "https://www.boon-health.com/learn/live/election-stress-and-the-workplace-discussion-part-2" -------------------------------------------------------------------------------- # Election Stress and the Workplace: Discussion Part 2 Watch on YouTube for the transcript. ## Dr. Kim Byrd (Boon), and Alex Simmons (Boon) explored: Dr. Kim Byrd Boon Coach Boon Alex Simmons CEO & Co-founder ### What We Covered Political tensions are running high as we approach elections, and the workplace is not immune to this stress. This follow-up discussion between Boon Coach Dr. Kim Byrd and CEO Alex Simmons offers practical advice for navigating election-related stress in the workplace. ## Key Takeaways Understanding Stress in the Workplace Gain insights into how political tensions impact employees and organizational harmony. Strategies for HR Leaders Learn actionable tips to navigate politically charged times while maintaining a positive work culture. Setting Boundaries and Encouraging Respectful Communication Explore best practices for minimizing workplace conflicts. Stress Management Tools for Teams Discover techniques to help employees manage stress and maintain emotional resilience. Watch the Webinar Now: Election Stress and The Workplace: Strategies for HR Leaders https://www.youtube.com/watch?v=IDDnaBLZk3s Political tensions are running high as we approach the 2024 presidential election, and the workplace is not immune to this stress. It often spills into professional environments, creating challenges for HR leaders and managers striving to maintain balance, morale, and productivity. To address this critical issue, Boon hosted a webinar featuring a discussion between Boon Coach Dr. Kim Byrd and our CEO and Co-founder Alex Simmons, offering practical advice for navigating the complexities of election-related stress in the workplace. #### Why Addressing Election Stress Matters Election stress doesn’t respect work-life boundaries. It affects employees’ emotional well-being, team dynamics, and overall organizational culture. Ignoring this stress can lead to disengagement, increased tension, and reduced productivity. Proactively addressing this is essential for fostering a supportive and inclusive work environment. #### Key Topics Covered in the Webinar: - Understanding Stress in the Workplace: Gain insights into how political tensions impact employees and organizational harmony. - Strategies for HR Leaders: Learn actionable tips to navigate politically charged times while maintaining a positive work culture. - Setting Boundaries and Encouraging Respectful Communication: Explore best practices for minimizing workplace conflicts and fostering open, respectful dialogue. - Stress Management Tools for Teams: Discover techniques to help employees manage stress and maintain emotional resilience during turbulent times. #### Watch the Webinar Ready to equip your organization with the tools to tackle election stress effectively? Watch the full webinar here: Election Stress and The Workplace: Strategies for HR Leaders. By addressing this head-on, HR leaders can foster a healthier, more resilient workplace where employees feel supported and valued, even during the most politically charged times. Don’t miss this opportunity to gain actionable insights and create a workplace culture that thrives under pressure. By the end of this discussion, you’ll have concrete steps for addressing election stress and political discussions in your workplace so that your work environments can remain respectful and productive, now and right into 2025. ## Related Events ### Election Stress and The Workplace: Strategies for HR Leaders Address election stress by fostering inclusivity, setting boundaries, and providing employees with stress management resources. Sep 25, 2024 ### Addressing Mental Health: Real Life Thoughts from Boon Coaches Prioritize mental health in workplaces to enhance resilience, productivity, and overall employee well-being year-round. Jun 12, 2024 ### Approaching Mental Health Explore managing stress, reducing stigma, and building resilience in personal and professional mental health. May 15, 2023 ## Curious how Boon can help your company navigate the shift? -------------------------------------------------------------------------------- title: "Election Stress and The Workplace: Strategies for HR Leaders | Boon" description: "Address election stress by fostering inclusivity, setting boundaries, and providing employees with stress management resources." source: "https://www.boon-health.com/learn/live/election-stress-and-the-workplace-strategies-for-hr-leaders" -------------------------------------------------------------------------------- # Election Stress and The Workplace: Strategies for HR Leaders Watch on YouTube for the transcript. ### What We Covered Political tensions are high as we approach elections, and this stress inevitably seeps into the workplace. This webinar addresses the challenges HR leaders and people managers face navigating political tension among employees while maintaining a positive and productive environment. ## Key Takeaways Understanding Political Stress in the Workplace Learn how election-related tensions affect employees and the broader organizational culture. Practical Strategies for HR Leaders Discover actionable tips to foster a supportive and inclusive work environment during politically charged times. Boundary-Setting and Communication Explore ways to encourage respectful conversations while minimizing workplace conflict. Stress Management Techniques for Teams Gain insights into tools and methods for reducing stress and promoting well-being among employees. Watch the Webinar Now: Election Stress and The Workplace: Strategies for HR Leaders https://www.youtube.com/watch?v=Amt-WG8bDos To say that political tensions are high as we approach the 2024 presidential election would be an understatement. This heightened election stress inevitably seeps into the workplace, creating challenges for HR leaders and people managers who must navigate the complexities of political tension among employees. At Boon, we understand that election stress doesn’t respect boundaries between work and personal lives. Widespread cultural instability often brings stress directly into professional spaces, impacting engagement, morale, and team dynamics. Addressing election stress in the workplace is essential for maintaining a positive and productive environment. #### Why Election Stress Impacts Workplaces Political tensions can create friction between employees, disrupt team cohesion, and increase overall stress levels. Stress often triggers emotional reactions that affect workplace interactions and decision-making. Without intervention, this stress can lead to disengagement, absenteeism, or even conflict. #### Key Takeaways From the Webinar: - Understanding Political Stress in the Workplace: Learn how election-related tensions affect employees and the broader organizational culture. - Practical Strategies for HR Leaders: Discover actionable tips to foster a supportive and inclusive work environment during politically charged times. - Boundary-Setting and Communication Best Practices: Explore ways to encourage respectful conversations while minimizing workplace conflict. - Stress Management Techniques for Teams: Gain insights into tools and methods for reducing stress and promoting well-being among employees. By proactively addressing stress in the workplace, HR leaders can reduce stress, improve morale, and maintain a positive work culture during even the most turbulent times. Embracing these strategies helps ensure that employees remain engaged, respectful, and productive throughout challenging election cycles. ## Related Events ### Election Stress and the Workplace: Discussion Part 2 Foster resilience during election stress by encouraging open communication, setting boundaries, and supporting employee well-being. Oct 29, 2024 ### Addressing Mental Health: Real Life Thoughts from Boon Coaches Prioritize mental health in workplaces to enhance resilience, productivity, and overall employee well-being year-round. Jun 12, 2024 ### Mental Health in the Age of AI, Layoffs, and Leadership Overload As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This session unpacked the reality of leadership overload and its ripple effects. May 7, 2025 ## Curious how Boon can help your company navigate the shift? -------------------------------------------------------------------------------- title: "Employee Growth Infrastructure Is Fundamentally Broken | Boon" description: "Traditional growth strategies fail; Boon's Grow program fosters personal, professional development through personalized coaching." source: "https://www.boon-health.com/learn/live/employee-growth-infrastructure-is-fundamentally-broken" -------------------------------------------------------------------------------- # Employee Growth Infrastructure Is Fundamentally Broken Watch on YouTube for the transcript. ## Alex Newman (Boon), Alex Seiler (), and Emmanuelle Gounot (Intrepid Vietnam) explored: Alex Newman Director of Partnerships Boon Alex Seiler Chief People Officer Emmanuelle Gounot CEO Intrepid Vietnam ### What We Covered Traditional employee development strategies are failing to meet the needs of today's dynamic workplaces. This webinar discusses actionable solutions to improve employee growth strategies, moving beyond short-term perks to a more holistic approach that fosters personal and professional development. ## Key Takeaways Current strategies fail employee growth Short-term perks fail to address the root causes of disengagement and stagnation. A whole-human approach to growth Foster personal and professional development together for lasting impact. Missing pieces in employee development Address critical elements that empower employees to grow. Boon Grow transforms employee coaching Personalized, actionable strategies drive measurable growth and engagement. Watch the Webinar Now: Employee Growth Infrastructure Is Fundamentally Broken https://www.youtube.com/watch?v=R9mxcxaTZQE Traditional employee development strategies are failing to meet the needs of today’s dynamic workplaces. Leaders are investing in wellness programs, trendy perks, and engagement apps. However, these efforts often miss the mark, neglecting the core challenges of employee growth and connection. The result? Increased turnover, disengaged teams, and a growing disconnect between organizational goals and individual development. A fundamental shift in employee growth infrastructure is urgently needed. Join Alex Newman, Boon’s Director of Partnerships, alongside Chief People Officer Alex Seiler and Intrepid Vietnam CEO Emmanuelle Gounot as they discuss actionable solutions to improve employee growth strategies. #### Why Current Strategies Fail Employee Growth Many leaders turn to short-term perks, such as wellness apps and free snacks. While these can boost morale briefly, they fail to address the root causes of disengagement and stagnation. Companies need a more holistic approach for employee growth to thrive. #### The Missing Pieces in Employee Development Strategies Most companies overlook critical elements that empower employees to grow. Without these, efforts to boost engagement often fall flat. During the webinar, experts shared practical ways to bridge these gaps and create impactful growth strategies. #### A Whole-Human Approach to Growth Fostering personal and professional development together is essential. Employees must feel valued as whole individuals. This approach not only enhances growth but also strengthens workplace culture and aligns personal aspirations with company goals. #### Boon Grow: Redefining Employee Coaching Boon’s innovative Grow program is transforming how companies approach employee coaching. Through personalized, actionable strategies, it drives measurable growth and engagement. This program represents a bold step toward sustainable employee development. By embracing strategies that support employees as complete individuals, your organization can reduce turnover, foster engagement, and create a thriving culture of growth. ## Related Events ### Manager to Leader: Coaching Strategies for 2025 Why traditional manager training falls short, and the coaching strategies that prepare managers for tough feedback, accountability, and conflict. Mar 12, 2025 ### How to Grow Your Career WITHIN An Organization Learn actionable strategies to grow your career intentionally within your organization through expert guidance. May 21, 2024 ### Mental Health in the Age of AI, Layoffs, and Leadership Overload As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This session unpacked the reality of leadership overload and its ripple effects. May 7, 2025 ## Curious how Boon can help your company navigate the shift? -------------------------------------------------------------------------------- title: "How to Grow Your Career WITHIN An Organization | Boon" description: "Learn actionable strategies to grow your career intentionally within your organization through expert guidance." source: "https://www.boon-health.com/learn/live/how-to-grow-your-career-within-an-organization" -------------------------------------------------------------------------------- # How to Grow Your Career WITHIN An Organization Watch on YouTube for the transcript. Watch the Webinar Now: How to Grow Your Career WITHIN An Organization https://www.youtube.com/watch?v=304wJUPLESM Career development isn’t just about switching companies or industries, it’s about making the most of opportunities where you are. This engaging webinar equips professionals with practical insights to grow intentionally within their current organizations. From busting common myths to mastering career mapping, the session offers tools for career growth tailored to any stage of your professional journey. ### Why Career Growth Within Organizations Matters Career growth within an organization benefits both employees and employers. It boosts engagement, retains top talent, and enhances job satisfaction. By aligning personal aspirations with organizational needs, employees can grow their careers while contributing to business success. This webinar breaks down actionable strategies to help professionals take charge of their development and create meaningful career paths. ### Key Takeaways from the Webinar 1. Myth-Busting Career Development We explored common misconceptions, such as: - "Managers are solely responsible for employee growth": Development is a shared responsibility between employees and their managers. - "Career advancement only happens through promotions": Lateral moves, skill enrichment, and cross-department opportunities are equally valuable for growth. 2. Career Mapping Essentials Attendees learned to: - Reflect on their current skills and aspirations. - Set clear, actionable goals using tools like SMART goals and development plans. - Create a personalized roadmap that aligns with organizational objectives. 3. Internal Networking Building relationships within your company is key to career growth. The webinar emphasized: - Leveraging mentors and managers: Engage with those who can offer feedback, guidance, and opportunities. - Expanding visibility: Seek stretch assignments, cross-department collaborations, and leadership opportunities. 4. Staying Aligned with Career Trends The session covered critical trends, including: - The shift to internal development: Employees are prioritizing skill-building over job-hopping. - Upskilling and reskilling: Companies that prioritize employee development are more likely to exceed financial targets. ### Steps to Grow Your Career 1. Take Ownership: Start with self-reflection to identify your skills, gaps, and long-term aspirations. That is the same work as taking ownership of your career journey: you decide the next step instead of waiting for a title change to define it. 2. Map Your Career Path: Outline actionable steps to achieve your goals, including skill development and networking. 3. Leverage Internal Resources: Engage mentors, managers, and peers for feedback and support. 4. Track Your Progress: Regularly update your development plan, celebrate milestones, and adjust as needed. ### Watch the Webinar Ready to unlock your potential and grow your career within your organization? Watch the entire webinar now: How to Grow Your Career WITHIN An Organization. Don’t miss out on practical strategies and expert advice to navigate your career journey with purpose and confidence. Take the first step toward meaningful growth today! ## Related Events ### Addressing Mental Health: Real Life Thoughts from Boon Coaches Prioritize mental health in workplaces to enhance resilience, productivity, and overall employee well-being year-round. Jun 12, 2024 ### Mental Health in the Age of AI, Layoffs, and Leadership Overload As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This session unpacked the reality of leadership overload and its ripple effects. May 7, 2025 ### Employee Growth Infrastructure Is Fundamentally Broken Traditional growth strategies fail; Boon's Grow program fosters personal, professional development through personalized coaching. Nov 17, 2024 ## Curious how Boon can help your company navigate the shift? -------------------------------------------------------------------------------- title: "Inspiration to Action: Managing Goal Setting Without Overwhelm | Boon" description: "Most people start the year with ambitious goals, whether it's getting a promotion, launching a business, or improving personal habits." source: "https://www.boon-health.com/learn/live/inspiration-to-action" -------------------------------------------------------------------------------- # Inspiration to Action: Managing Goal Setting Without Overwhelm Watch on YouTube for the transcript. ### What We Covered Most people start the year with ambitious goals, whether it's getting a promotion, launching a business, or improving personal habits. But too often, motivation fades, overwhelm creeps in, and progress stalls. This session explored practical strategies for setting and sustaining meaningful goals without burnout. ## Key Takeaways Breaking goals into actionable steps Start with the outcome in mind, but work backwards to create a realistic, flexible plan. Shifting your mindset Growth doesn't have to be fast. Embracing progress over perfection is key to staying motivated. Tracking success in a way that works for you Whether it's journaling, vision boards, accountability partners, or structured time blocks, the best system is the one that fits your style. Prioritizing well-being High achievers often neglect self-care, but true success includes sustainability, not just productivity. Watch on Youtube for the transcript. Most people start the year with ambitious goals, whether it’s getting a promotion, launching a business, or improving personal habits. But too often, motivation fades, overwhelm creeps in, and progress stalls. Why? Because setting goals is one thing, sustaining them is another. ### The Challenges of Goal Setting People struggle with: - Feeling stuck when faced with too many competing priorities - Losing motivation when progress is slower than expected - Pushing too hard, leading to burnout instead of long-term success ### What Really Works Achieving meaningful goals requires more than just willpower. It involves: - Breaking goals into actionable steps, Start with the outcome in mind, but work backwards to create a realistic, flexible plan. - Shifting your mindset, Growth doesn’t have to be fast. Embracing progress over perfection is key to staying motivated. - Tracking success in a way that works for you, Whether it’s journaling, vision boards, accountability partners, or structured time blocks, the best system is the one that fits your style. - Prioritizing well-being, High achievers often neglect self-care, but true success includes sustainability, not just productivity. ### How Coaching Helps Boon’s coaching programs provide the structure, accountability, and personalized strategies professionals need to make their goals stick. Through a combination of 1:1 coaching, leadership development frameworks, and self-reflection tools, individuals learn to set and sustain meaningful progress without burnout. ▶ Watch the full recording to discover practical strategies for setting and sticking to goals in 2025. ### Make your goals real with Boon. ## Related Events ### No Buy-In, No Budget: How to Win Executive Support for People Development Leadership development doesn't have to be a hard sell. When positioned right, it becomes a strategic no-brainer. Let us know if you'd like to explore how Boon can help you tailor your pitch to decision-makers, we'd love to support your goals. Apr 30, 2025 ### Mental Health in the Age of AI, Layoffs, and Leadership Overload As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This session unpacked the reality of leadership overload and its ripple effects. May 7, 2025 ### Employee Growth Infrastructure Is Fundamentally Broken Traditional growth strategies fail; Boon's Grow program fosters personal, professional development through personalized coaching. Nov 17, 2024 ## Curious how Boon can help your company navigate the shift? -------------------------------------------------------------------------------- title: "Manager to Leader: Coaching Strategies for 2025 | Boon" description: "Why traditional manager training falls short, and the coaching strategies that prepare managers for tough feedback, accountability, and conflict." source: "https://www.boon-health.com/learn/live/manager-to-leader-coaching-strategies-for-2025" -------------------------------------------------------------------------------- # Manager to Leader: Coaching Strategies for 2025 Watch on YouTube for the transcript. ### What We Covered Most leadership programs focus on technical skills or one-time training sessions, but they fail to prepare managers for the real challenges of leadership. This panel explored how companies can rethink manager development using scalable coaching strategies that actually work. ## Key Takeaways Clear frameworks for feedback and accountability Effective managers need structured approaches to giving feedback and holding teams accountable. Support in navigating conflict and leadership challenges Managers need ongoing support, not just one-time training. A mindset shift from individual success to team impact Great leaders focus on developing their people, not just managing tasks. Scalable coaching strategies Boon's Grow program combines 1:1 coaching with structured training for lasting leadership development. Watch on Youtube for the transcript. ### Why Traditional Manager Training Falls Short Most leadership programs focus on technical skills or one-time training sessions, but they fail to prepare managers for the real challenges of leadership, delivering tough feedback, holding people accountable, and leading with both confidence and empathy. As a result, companies see burnout, disengaged teams, and ineffective leadership pipelines. It’s time to rethink how we develop managers for long-term success. ### The Gaps in Leadership Development Companies invest in executive coaching for a select few or offer generic manager training, but neither approach scales effectively. What’s missing? A system that combines structured learning with ongoing, personalized coaching to build real leadership capabilities. ### Building a Whole-Leader Approach Effective managers don’t just manage tasks, they develop people. To do that, they need - Clear frameworks for feedback and accountability - Support in navigating conflict and leadership challenges - A mindset shift from individual success to team impact This panel explored how companies can rethink manager development using scalable coaching strategies that actually work. [split_line_heading animation_type="line-reveal-by-space" font_ text_color="#466ff6" line_reveal_by_space_text_effect="default" content_alignment="center" mobile_content_alignment="center" link_target="self" text_content="Boon Grow: Coaching That Develops Managers at Scale" text_direction="default"][/split_line_heading][split_line_heading animation_type="line-reveal-by-space" font text_color="#2e353d" line_reveal_by_space_text_effect="default" content_alignment="center" mobile_content_alignment="left" link_target="self" text_content="Boon’s Grow program is transforming how companies approach manager development by providing:" text_direction="default"][/split_line_heading][split_line_heading animation_type="line-reveal-by-space" font text_color="#2e353d" line_reveal_by_space_text_effect="default" content_alignment="center" mobile_content_alignment="center" link_target="self" text_content="1:1 coaching paired with structured training" text_direction="default" max_width="300"][/split_line_heading][split_line_heading animation_type="line-reveal-by-space" font text_color="#2e353d" line_reveal_by_space_text_effect="default" content_alignment="center" mobile_content_alignment="center" link_target="self" text_content="Scalable frameworks for feedback, delegation, and leadership impact" text_direction="default" max_width="300"][/split_line_heading][split_line_heading animation_type="line-reveal-by-space" font text_color="#2e353d" line_reveal_by_space_text_effect="default" content_alignment="center" mobile_content_alignment="center" link_target="_blank" text_content="A people-first approach that builds long-term leadership skills" text_direction="default" max_width="300"][/split_line_heading] ▶ Managers today need more than a playbook, they need real-time coaching and ongoing development. Watch the full panel to learn how to build better leaders in 2025 and beyond. ### Get the coaching edge your managers need ## Related Events ### Employee Growth Infrastructure Is Fundamentally Broken Traditional growth strategies fail; Boon's Grow program fosters personal, professional development through personalized coaching. Nov 17, 2024 ### Mental Health in the Age of AI, Layoffs, and Leadership Overload As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This session unpacked the reality of leadership overload and its ripple effects. May 7, 2025 ### No Buy-In, No Budget: How to Win Executive Support for People Development Leadership development doesn't have to be a hard sell. When positioned right, it becomes a strategic no-brainer. Let us know if you'd like to explore how Boon can help you tailor your pitch to decision-makers, we'd love to support your goals. Apr 30, 2025 ## Curious how Boon can help your company navigate the shift?