The Conversation We Kept Having
Six years ago, Boon started with a simple conviction: personalized coaching shouldn't be just a perk reserved for the C-suite. That core belief hasn't changed. But how we deliver on it has evolved substantially.
For a long time, we were a coaching company. A good one. But as our customer base grew, a pattern started to emerge in the conversations our team was having with HR and L&D leaders. They weren't frustrated with Boon specifically. They were frustrated with the whole architecture of how their organizations developed people.
The typical setup looked something like this: one vendor for manager training, another for executive coaching, a third for team workshops, and Boon on the side for 1:1 coaching. Four different contracts, four different platforms, four sets of data that never talked to each other.
HR teams weren't running development programs. They were playing air traffic controller. And when the CEO asked "Is any of this actually working?" there was nothing to point to. No unified view of progress. No way to connect coaching conversations to business outcomes. Impact was invisible by design.
That feedback, repeated across dozens of customer conversations, made one thing clear. The problem wasn't that organizations lacked good coaching vendors. The problem was that the industry had never built a cohesive system. It had opened a vendor circus, and left HR to wire it all together manually.
So we built something different.
Why Now?
There's a broader shift happening in HR and L&D that makes this moment feel particularly important.
AI has raised the bar for what "measurable" actually means. Analytics tools that once felt novel—participation rates, NPS scores, session counts—aren't telling a complete story. The leaders we talk to want to know what's changing, not just what's happening.
At the same time, employees increasingly expect their development to feel personalized and continuous. That means more than a quarterly training event or a one-time workshop. The organizations winning the talent game are the ones treating development as infrastructure, not a benefit.
Boon's new platform is built around that reality. We've invested deeply in AI-powered tools that extend the impact of coaching beyond the session itself, surface insights that were previously invisible, and give every stakeholder a clear, real-time view of what's actually happening. From the employee to the HR leader to the manager, there's coherent, coordinated growth happening at every level.
One System. Not Four Vendors.
The core of what we've built is integration. Boon now unifies 1:1 coaching, cohort-based manager development, executive coaching, and team workshops into a single platform with shared data, shared context, and a continuous thread that follows each leader across their career journey.
That last part matters more than it might sound. When someone gets promoted from IC to manager, their development journey shouldn't reset. Their coach, their goals, their history, and their growth data all comes with them. No starting over. No re-onboarding. No context lost in the handoff.
This is what we mean when we say Boon is a leadership development system, not a coaching vendor. The programs aren't just co-located, they're connected. What an employee learns in Boon SCALE (1:1 coaching) informs how they show up in Boon GROW (cohort development for managers). What managers discover about their teams feeds back into the organizational intelligence that HR and L&D use to design their programs.
The whole system gets smarter over time, and the impact of all this data alignment means compounded results.
What's New—For Everyone in the System
The platform updates touch every layer of your organization. Here's what changed, and who it's for.
For Individual Contributors: Development That Follows You
Coaching has always had a durability problem. You have a great session, walk away with real clarity…and then the demands of the day swallow it up. Commitments fade. Momentum stalls.
The new Employee Portal is designed to close that gap. After each coaching session, participants receive AI-generated summaries of key themes and takeaways, making it easier to reflect and build on what was discussed. A personal confidence tracking dashboard shows how growth has evolved across the entire coaching engagement. Progress becomes a visible metric, not just a feeling.
Two features stand out as particularly meaningful. First, AI roleplay: employees can now practice difficult conversations between sessions using an AI simulation. Preparing for a hard feedback conversation, a negotiation, or a challenging team dynamic? Rehearse it before you're live.
Second, Slack integration brings action items and goals from coaching directly into daily workflow. That means the commitments you make with your coach don't get buried in a separate app you have to remember to check.
For individual contributors, the message is simple: your coaching doesn't end when the session ends.
For Managers: Stay In the Loop Without Breaking Confidentiality
This is where most coaching platforms get it wrong. They treat managers as bystanders. Coaching happens somewhere off to the side, and the manager has no visibility into whether it's helping or what their direct report is working on.
The new Manager Portal changes that dynamic without compromising confidentiality. Managers can now see which direct reports are engaged in coaching and track their overall progress without accessing any private content from session data. Slack-based feedback reminders ensure that the manager's perspective is captured during programs so their insight informs the development process rather than sitting outside it entirely.
Live dashboards replace periodic reports, giving managers a real-time view of their team's engagement. The result? Managers stop seeing coaching as an HR black box and start seeing it as a tool they can actually leverage to develop their teams.
For Senior Leaders: Coaching That Understands the Stakes
Boon EXEC has always been designed for leaders who are navigating high-stakes decisions around board dynamics, organizational transformation, and the weight of leading during uncertainty.
The coaches in our network aren't career coaches teaching from generic frameworks. They're former executives, functional operators, and P&L owners who've made the calls your leaders are struggling with today.
The platform updates reinforce that experience. Senior leaders now have access to the same continuous data and progress visibility as the rest of the system, so their development journey is tracked, contextualized, and connected to the broader organizational picture. No more siloing leaders in a separate premium track.
For Teams: Shared Language, Shared Growth
Boon TOGETHER, our team workshop program, was always built on the idea that individual growth compounds when teams develop a shared language and shared capability.
With cross-product insights now active across the platform, themes from 1:1 coaching sessions and cohort programs surface into the team-level view. This means facilitated workshops can address what's actually happening in your organization, not a one-size-fits-all curriculum.
Whether a team is navigating post-merger integration, scaling headcount without losing culture, or building manager readiness ahead of a growth phase, Boon TOGETHER connects to the rest of the system rather than running alongside it.
What This Means If You're the One Answering to the CEO
If you're an HR or L&D leader, the most important thing the new Boon platform does is give you something you've never had: a real answer to "is this working?"
The new Customer Portal gives program sponsors a real-time view of participation rates, session completion, and NPS without waiting for a quarterly PDF. But the deeper value is in the AI-powered theme analysis. For the first time, you can see what employees across your organization are actually working on in coaching—leadership presence, difficult conversations, delegation, strategic thinking—aggregated across sessions without exposing individual content.
Confidence tracking adds another layer of measurable signal, looking at how employees' self-reported capabilities are changing over time individually and in aggregate. Pair that with manager feedback integration, and you get a multi-dimensional picture of development progress that speaks the language of business outcomes, not just learning engagement.
And the multi-program view matters operationally: instead of toggling between dashboards for SCALE, GROW, EXEC, and TOGETHER, you get a single consolidated view of your entire development investment. Less time managing. More time learning what works.
Why This Is Different From What Else Is Out There
There's no shortage of coaching platforms. But when you look at how the category is actually structured, most solutions optimize for a single layer: either 1:1 coaching at scale, or manager development programs, or executive support. Few connect all of them. None bring the manager meaningfully into the loop.
Boon's differentiation comes from this unique combination:
- One platform, not four vendors. Coaching, cohort programs, executive support, and team development all connected in a single system. HR teams stop playing air traffic controller.
- The manager is in the system. Competitors treat managers as bystanders. Boon brings them into the development loop without compromising confidentiality. This distinction fundamentally changes how coaching lands.
- Real-time insight, not quarterly summaries. AI-powered analysis delivers continuous visibility into what's changing. Competency growth tracked. Confidence measured. Themes surfaced. Impact visible.
- Coaches who've done the job. Boon's coaching bench is stacked with practitioners. From former executives and functional leaders to operators who understand the actual decisions your leaders are navigating. These aren't career coaches teaching from a framework—these are experts speaking from experience.
The Industry Is Changing. We're Positioned To Lead It.
For years, the leadership development industry has operated on a flawed assumption: that buying good individual programs and duct-taping them together is good enough. It's not. And the cracks are getting harder to ignore.
The organizations pulling ahead aren't spending more on development. They're spending differently. They're replacing the vendor patchwork with a single system that connects coaching, manager development, executive support, and team growth into one continuous thread. One that learns, adapts, and actually shows what's changing.
That's the platform we built. Not another vendor to manage. A system that gives your people better development and gives you the visibility to prove it.
If you're ready to stop managing four vendors and start running one system, let's talk.
Boon is the leadership development system built to scale with your people.