-------------------------------------------------------------------------------- title: "Boon | The Unified Leadership System" description: "Boon provides scalable, human-centered leadership development through expert coaching. Transform your organization with our unified leadership system." source: "https://www.boon-health.com/" -------------------------------------------------------------------------------- # The leadership development system you won't outgrow. Coaching, manager development, and leadership programs in one system, built to scale as fast as you grow. Headcount just doubled. Managers are struggling. Teams feel lost. Boon scales with you through it all. See how it worksBook a Strategy Call Trusted by teams building leaders at scale The Problem ## Leadership development fails for three predictable reasons. 01Fragmented ### You're managing four vendors for one job. No one owns the system. Organizations stitch together coaching, training, assessments, and wellbeing tools. None of them talk to each other. Progress stalls because responsibility is diffused. "We have five vendors and still can't tell you what's working." 02Lopsided ### Executives get coaching. Everyone else gets a workshop and a prayer. The middle is carrying the load. Most solutions are designed for a handful of senior leaders. Managers and emerging leaders, the people actually running the business, get generic training or nothing at all. The result is burnout, inconsistency, and quiet failure in the middle. "Our top 5% gets coaching. The other 95% gets a workshop link." 03Invisible ### Your CEO asks what's changing. You don't have an answer. Impact becomes guesswork. HR leaders are asked to defend spend without real insight into behavior change, adoption, or momentum. Data lives in silos. Outcomes are inferred, not observed. "The board wants ROI. I have engagement scores." The Boon Difference ## What if everyone got the development they needed, not just executives? Continuous, personalized development from day one. Not generic workshops for years, then suddenly, premium coaching. BEFORE ### Maria's fragmented journey Maria sat through an onboarding webinar in 2021. She didn't get development again until she was already managing a team. IC 2021 Onboarding webinar Generic, forgotten in a week Manager 2023 Leadership 101 workshop Too late, too basic VP 2025 Executive Coach Expensive, no foundation to build on WITH BOON ### Maria's continuous journey Scaffolded development from day one. Each stage builds on the last. IC 2021 Boon SCALE Builds self-awareness Manager 2023 Boon GROW Applies IC insights to leadership VP 2025 Boon EXEC Accelerates with strong foundation Boon TOGETHERTeam workshops available at every stage Development from day one Growth compounds over time Context carries forward The System Architecture ## One leadership system. Not four disconnected programs. Boon unifies coaching, manager development, executive support, and shared capability into a single system designed to compound as organizations scale. ### Boon SCALE 1:1 coaching for everyone, not just execs. Explore Pillar → ### Boon GROW Cohort-based development for new and rising managers. Explore Pillar → ### Boon EXEC Strategic sparring for executive leadership. Explore Pillar → ### Boon TOGETHER Team sessions that build shared language and capability. Explore Pillar → Boon Platform All Systems Active Active Engagements 247 +12% this quarter Avg NPS Score +87 Industry leading Competency Lift +23% Across all programs Sessions This Week 342 89% attendance EXEC ### Executive Coaching Active executives24 Avg engagement6 months Decision confidence+34% Latest: Board prep session with Sarah Chen GROW ### Leadership Programs Current cohort42 managers Program progressMonth 4 of 6 Competency growth+28% Next: Group session on giving feedback SCALE ### 1:1 Coaching Active participants156 Utilization rate68% Avg sessions/user11.2 Top theme: Career progression clarity TOGETHER ### Team Workshops Active programs8 cohorts Total participants96 Team alignment+31% Upcoming: Post-merger integration workshop Cross-Product Insights Active 23 participants using multiple products • Themes syncing across GROW and SCALE • Manager alignment in progress ### Ready to see it in action? See how Boon can replace your fragmented vendor stack with one unified leadership system. Book a Strategy Call Boon's Coaching Bench ## Coaches who've done the job before. Boon matches your people with coaches who've done the job: former execs, functional leaders, and operators who understand the decisions your team is actually facing. A Few of Our Operators #### Amy Kelly Lauer FORMER SVP/GM AT SEPHORA Old Navy, Banana Republic, Gap "I help operators stop carrying decisions they shouldn't have to make alone." #### Colin Cosgrove FORMER HEAD OF COMPLIANCE AT GOOGLE 11 years at Google "I coach GTM leaders to scale without losing their human edge." #### Olga Volgin PRINCIPAL ENG MANAGER AT MICROSOFT 20 years in Azure UX "I coach leaders promoted for results who were never taught how to lead people." Vetted and matched so that every coach brings relevant operational experience to the table. Boon's Data and Insights ## See what's actually changing. Leverage AI-powered insights to give your exec team the data they need to see development in action. See how leadership signal compounds over time → Aggregated cohort deltas measured across coached leaders over time. ### Competency Growth Aggregate Cohort Performance • Q3-Q4 2025 VERIFIED Giving and Receiving Feedback +53% 2.1 3.3 Giving and Receiving Feedback 2.1 3.3 +53% Delegation and Accountability +41% 2.4 3.4 Delegation and Accountability 2.4 3.4 +41% Time Management +40% 2.5 3.5 Time Management 2.5 3.5 +40% Self Confidence +33% 2.6 3.4 Self Confidence 2.6 3.4 +33% Planning and Execution +25% 2.7 3.3 Planning and Execution 2.7 3.3 +25% Emotional Intelligence +24% 3.0 3.7 Emotional Intelligence 3.0 3.7 +24% 5.0 on G2 ## Don't just take our word for it See what leaders are saying about their experience with Boon ### Boon is a Game Changer “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 appreciated benefit Lisa S. Chief People Officer, Energage ### Truly Transformative “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.” Deep, lasting impact HaMy V. Chief Operating Officer, Teaching Lab ### Seamless, Supportive, and Strategic “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.” Core to total rewards Nick D. HR Director, OpenUp Resources From the Blog ## Insights for leaders building what's next View all articles → Guide ### How to Build a Leadership Development Program From Scratch A step-by-step guide to building a leadership development program that actually works, from needs assessment to measurement. Professional Growth ### 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 16, 2025·Alex Simmons Professional Growth ### Leadership Skill Gaps 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 p... Sep 8, 2025·Alex Simmons ### Client results See all case studies → Scale #### Elevating Employee Growth and Leadership with Boon Coaching M3 Insurance achieved 97% coaching satisfaction and 17% productivity gains by givi -------------------------------------------------------------------------------- title: "Solutions - Coaching & Leadership Development | Boon" description: "Boon is a unified talent development system. Coaching, leadership development, and executive support designed around where growth pressure shows up." source: "https://www.boon-health.com/solutions" -------------------------------------------------------------------------------- How Boon Works # One system. Configured to solve your problems. Boon brings coaching, leadership development, and executive support into a single system. Customize your program based on where your organization is feeling the strain. Start by fixing what's broken today, then adapt to solve new problems tomorrow. The Case for Integration ## Fragmented support is no support at all. When you're juggling four vendors for coaching, manager training, exec support, and team facilitation, nothing connects. Context gets lost. Adoption drops. And you can't show what's actually working. Boon keeps a continuous thread. When someone gets promoted, their coach relationship and development history come with them. No starting over. ### Seamless Continuity When someone gets promoted, their development journey continues. No reset. ### Depth of Impact Habits that stick, not insights that fade after a workshop. ### Strategic Alignment One partner who knows your culture, not four vendors who don't talk to each other. The System Architecture ## Five products. One continuous thread. BOON SCALE 1:1 coaching for everyone, not just execs Learn more → BOON GROW Structured development for new and rising managers Learn more → BOON EXEC Strategic sparring for senior leadership Learn more → BOON TOGETHER Team sessions that build shared language and capability Learn more → Compare Programs ## Find the right fit for your team. SCALEGROWEXECTOGETHERForAll employeesNew & rising managersSenior leadershipIntact teamsFormat1:1 coachingCohort + 1:1Engagement-basedGroup & offsitesDurationOngoing6 monthsEngagement-basedCustomFocusWhole-person supportManager to leaderC-Suite decisionsTeam systemsMeasurementSatisfaction + utilization360 + behavior changeExec outcomesTeam alignment BOON SCALE ForAll employees Format1:1 coaching DurationOngoing FocusWhole-person support MeasurementSatisfaction + utilization BOON GROW ForNew & rising managers FormatCohort + 1:1 Duration6 months FocusManager to leader Measurement360 + behavior change BOON EXEC ForSenior leadership FormatEngagement-based DurationEngagement-based FocusC-Suite decisions MeasurementExec outcomes BOON TOGETHER ForIntact teams FormatGroup & offsites DurationCustom FocusTeam systems MeasurementTeam alignment Platform in Action ## See it working across every level. From individual coaching portals to executive dashboards, Boon keeps everyone connected without adding complexity. EmployeeManagerHR / L&D Employee View What's in it for me? ### Your personal coaching journey, all in one place Set development goals tied to your actual role, not generic competencies Coach matching, session reminders, and action items delivered in Slack or Teams Book sessions when you need them, not when HR schedules them #### My Coaching Journey Slack Connected Session ProgressSession 6 of 12 50% complete Upcoming Session SK Sarah Kim Wed, Feb 19 at 2:00 PM Join Current Goals Improve delegation skills72% Build executive presence45% Lead cross-functional projects30% View Session History System Configuration ## Map the system to the right pressure point. Market Expansion Scaling headcount without losing cultural coherence. Leadership Gap Fix When middle management becomes the constraint on execution. Resilience & Retention Retaining critical talent when pressure compounds. BOON SCALEExample allocation BOON GROWExample allocation BOON EXECExample allocation BOON TOGETHERExample allocation System Focus #### Manager Readiness Get Full Blueprint → ### How the system evolves over time 01 #### Start focused, then expand with intent. Most organizations start with a focused entry point and expand the system as value is proven and priorities evolve. 02 #### Coaching changes as roles and stakes change We match employees with coaches who have relevant operator experience and training for their specific role and moment. 03 #### You see progress without surveilling people Success is measured by signal that leadership can actually use: sentiment shifts, retention indicators, and core competency development. 04 #### Growth scales without ripping anything out Boon is designed as a single, flexible human layer. As you add solutions or headcount, existing workflows and data stay intact. Nothing breaks as you grow. What Our Clients Say ## Trusted by HR leaders building real cultures. “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.” Alicia Kiser EVP of Human Resources, M3 Insurance “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.” Lisa Sordilla Chief People Officer, Energage Getting Started ## What to expect next. 01 ### Book a Demo Tell us about your team and where you want to see change. We'll walk you through the system and show how companies like yours use Boon. 02 ### Get a Quote We'll build a custom proposal based on your goals, team size, and timeline. No templated packages, just what you need. 03 ### See Results Once live, you'll see engagement data and growth signals within weeks. We partner with you to iterate and expand as impact compounds. ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Boon SCALE - 1:1 Coaching for Every Employee | Boon" description: "A confidential, usage-based coaching benefit designed for employees at every level, not just the top 5 percent. Democratized 1:1 coaching at scale." source: "https://www.boon-health.com/solutions/scale" -------------------------------------------------------------------------------- # 1:1 coaching for every employee. A confidential, usage-based coaching benefit designed for employees at every level, not just the top 5 percent. See How Boon SCALE WorksView Pricing & Use Cases Session Completed Why Other Coaching Solutions Fail ## HR Leaders are being asked to do the impossible. Professional development is typically reserved for the top 5 percent, leaving the remaining workforce to navigate growth on their own. TM ### Talent Mismatch Coaching options are either too clinical or too generic to stick. CP ### Cost-Prohibitive Traditional coaching costs hundreds per hour per person. LE ### Low Engagement EAPs routinely see engagement below 5 percent. OH ### Operationally Heavy Internal programs take months to design and manage. That's why we built something different. ## One resource for the whole person. Coaching that supports people as humans, not just roles. ### Professional Growth Managing up and across Career pathing Time management Leadership confidence Conflict resolution ### Personal Wellbeing Stress management Work-life boundaries Interpersonal skills Sustaining energy over time Resilience training Employees don't need to choose between personal and professional growth. Neither does your organization. What SCALE Replaces ## SCALE replaces the patchwork of disconnected benefits no one uses. Most organizations cobble together EAPs, wellness apps, and one-off coaching engagements. Utilization stays below 5%. SCALE consolidates all of that into a single system employees actually use, with 30-40% monthly engagement. Tipping Points ## SCALE is right for you if... Your EAP utilization is below 5% and you know employees need more support You want to offer coaching beyond the executive level but can't justify per-seat costs Your team is growing fast and existing development infrastructure can't keep up ## A seamless experience for HR teams and employees. We handle the complexity so you can focus on your people. 01 ### Enroll & Launch Add employees via HRIS sync or CSV. Most organizations are live within 5 business days. 02 ### Matching & 1:1 Delivery We match based on coaching specialty, industry background, and availability. Employees book directly with no coordination required from HR. 03 ### Insights & Impact Your dashboard shows adoption rates, engagement trends, and aggregated coaching themes. Export-ready for leadership reviews. Scale Dashboard Q1 2026 Cohort 43 Active Participants Adoption Rate +1.8% from last month 32.3% of eligible employees Avg Engagement +0.4 sessions/user 11.9 sessions per user Net Promoter Score Excellent +94 90 total responses ### Wellbeing Impact Last 90 days Comparing baseline (welcome survey) to post-session feedback Job Satisfaction 7.3 Baseline 8.3 Current +15% change Productivity 7.3 Baseline 8.6 Current +17% change Work-Life Balance 6.8 Baseline 7.6 Current +11% change ### Top Coaching Themes Last 90 days Leadership & Management57% Mental Well-being55% Communication28% Track adoption rates, engagement trends, and coaching themes across your organization in real time. ## Built for how people actually use coaching. ### AI-Powered Insights Session analysis and AI roleplay so coaching extends beyond the hour. ### Personalized Tracking Employees track the goals that matter to them, not a generic competency framework. ### Slack & Teams Built In Coach matching, session reminders, and action items delivered where work happens. ### 30-40% Monthly Utilization Typical EAPs see 3-5%. Boon sees 30-40% monthly utilization because employees actually want to use it. ### Aggregate Insights, Never Individual Details HR sees coaching themes like 'communication' and 'time management.' They never see session content. Ever. ### Live in Under a Week HRIS sync or CSV upload. No implementation project, no IT tickets. Your team spends less than 2 hours per month on Boon administration. ### One HR Generalist. 2,000 Employees. Boon handles matching, scheduling, and billing end to end. Scale from 50 to 5,000 without adding headcount. The Boon Difference ## A strategic lever for retention and engagement. Boon SCALE is not a perk. It is an investment in your people's ability to navigate complexity, change, and growth. Download the HR Impact Report Modern Pricing ## Designed to fit real budgets. Transparent pricing that works for people leaders and finance teams. ### Usage-Based Model Pay only for completed sessions. No unused licenses. ### Predictable Monthly Billing Fixed session pricing keeps budgets predictable as you scale. ### No Long-Term Lock-in Flexible agreements aligned to growth and seasonality. No upfront fees. Launch in under 1 week Get a Quote Trusted by people-first organizations Testimonials "Stacey has helped me work on strengthening my executive presence, delegate responsibilities so my job is manageable, and has shared many tools and resources related to leadership that have been wonderful." Company President Professional Services "My executive coach is amazing. I've been working with her for almost 2 years and it's been truly transformative. Her thoughtful and challenging questions push me to reflect deeply and practice new ways of leading." HaMy V. Chief Operating Officer (G2) "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 (G2) "It was helpful to have someone help you talk through your goals and struggles. I found ways to knock down my barriers and it is helping me to become more confident in my work." Melanie W. Benefits Administrator (G2) "Using Boon for the last year and a half has been life changing. My coach holds me accountable, helps me find better work-life balance, and makes me feel understood." Verified User Staffing & Recruiting (G2) ## FAQs ### Is this therapy? No. While our coaches are trained in mental health principles, Boon focuses on professional growth, personal resilience, and goal-attainment. It is proactive support rather than clinical treatment. ### How is this different from an EAP? Most EAPs are reactive (used during a crisis) and clinical. Boon is proactive, usage-based, and highly engaging. Our utilization rates are typically 5-10x higher than traditional EAPs. ### Will managers see session content? Absolutely not. Privacy is the foundation of Boon. Employers receive aggregate theme reports (e.g., '15% of sessions focused on conflict') but individual data is strictly confidential. ### How do we ensure ROI? Through our 'Resilience Index'. We track anonymous workforce sentiment and combine it with utilization data to show you exactly how the program is impacting burnout and retention. ### SCALE is part of something bigger. Pair with GROW for structured manager development, EXEC for senior leadership, or TOGETHER for team alignment. One system that compounds. Boon EXEC Boon GROW Boon TOGETHER ## Support every employee without blowing up your budget. A short conversation to understand your organization and see if Boon SCALE is a fit. No pressure. No obligation. Book a Strategy Call Usage-Based • ICF Certified • Instantly Scalable We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Boon GROW - Leadership Development for Managers | Boon" description: "A structured, coaching-led development system built around real decisions, real conversations, and measurable behavior change for managers." source: "https://www.boon-health.com/solutions/grow" -------------------------------------------------------------------------------- Boon Grow # Turn managers into leaders who can actually lead. A structured, coaching-led development system built around real decisions, real conversations, and measurable behavior change. Book a conversationSee How It Works Cohort Active Why Traditional Training Fails ## Most managers are promoted without support. GROW fixes that. TA ### Too Abstract Frameworks don't survive real conversations. GROW is built for implementation. TE ### Too Episodic Growth doesn't happen in workshops. It happens through bi-weekly reflection. TV ### Too Evaluative Managers feel watched instead of supported. GROW is a safe space to fail and grow. TG ### Too Generic One-size-fits-all programs ignore context. GROW matches coaches who've done the job before. What GROW Replaces ## GROW can do the work of 2-3 programs. GROW replaces the patchwork of workshops and peer circles. It consolidates new manager onboarding, ongoing development, and capability measurement into one continuous system. Tipping Points ## GROW is right for you if... Your managers were promoted for technical skills but struggle with people leadership You're investing in workshops and training days but not seeing behavior change Manager turnover or burnout is higher than you'd like and feedback scores are flat What's Inside ## How GROW builds resilient leaders. A continuous loop of coaching, practice, and measurement that changes behavior over time. Customized to your org's goals +20% competency growth 6 month program #### Optional Manager Alignment Ensure managers above your cohort understand what's being developed and how to reinforce new behaviors Optional Foundation Months 1-2 Find urgent challenges and align your focus. Sessions 1-4 Baseline competency assessment Role-based coach matching Tackle top 1-2 real challenges Focus on the "right now" theory First manager alignment session Development Months 3-4 From reactive to proactive growth. Sessions 5-8 Sessions 5-8 coaching deepens Group cohort sessions begin Peer learning surfaces patterns Manager alignment check-in Acceleration Months 5-6 New behaviors become the default. Sessions 9-12 Sessions 9-12 reinforcement Post-program competency assessment Final manager alignment session Cohort-level impact delivered Program Overview ## Program at a Glance Duration 6 months 1:1 Coaching Sessions 12 sessions, 45 min each (2x/month) Group Coaching Peer cohort sessions woven throughout the program Manager Alignment Sessions with your managers' managers to reinforce growth Focus Areas 3-5 org-selected competencies (e.g., Feedback, Delegation, Communication) Measurement Pre/post competency assessments + ongoing coach observation Coach Matching Matched by role, context, and leadership challenges Time to Launch Typically 2-3 weeks from kickoff Every program is configured to your org. This is a typical structure. Book a Strategy Call Measurement Integrity ## Behavior change, verified. Measurement only matters if it reflects how managers actually show up. Boon GROW measures change in specific, role-relevant leadership behaviors across the lifecycle of the program. #### What we measure - Core leadership competencies - Change over time at cohort level #### Verification - Pre/Post assessments - Ongoing coach observation ### Program Impact Measuring competency growth Aggregate View +0.0% Overall Competency Growth Avg Score Gain +0.56 Giving & Receiving Feedback 2.14 3.29 +53% Delegation and Accountability 2.43 3.43 +41% Self Confidence & Imposter Syndrome 2.57 3.43 +33% Prioritization & Focus 2.60 3.45 +32% Anonymized cohort data ### GROW is part of something bigger. Pair with SCALE for ongoing 1:1 coaching, EXEC for senior leadership, or TOGETHER for team alignment. One system that compounds. Boon EXEC Boon SCALE Boon TOGETHER Modern Pricing ## Designed to fit real budgets. Transparent pricing that works for people leaders and finance teams. ### Per-Cohort Pricing A flat per-participant fee that includes 1:1 coaching, group sessions, assessments, and manager alignment. ### No Hidden Add-ons Everything is included: coach matching, measurement tools, impact reports, and HR dashboards. ### Flexible Cohort Sizes Run cohorts as small as 8 or as large as 50. Pricing scales with your needs. All-inclusive per-participant pricing. Launch in 2-3 weeks Get a Quote Trusted by people-first organizations Testimonials "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 "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 "I am now aware of where and when I become the least productive version of myself. I have developed new tactics that take me below the line and help me focus on the task at hand in an efficient and rational manner." Manager Retail "Taking a moment to reflect on the situation in front of me and make well thought out decisions. Also, tackling any conflicts head on and having hard discussions. This is not my natural style, but I've had to learn to adapt." Manager CPG/Manufacturing ## FAQs ### How is GROW different from a leadership workshop? Workshops teach concepts. GROW changes behavior. Over 6 months, managers apply what they learn in real situations with ongoing coach support, peer learning, and measurable competency tracking. ### What does the manager alignment component look like? Three touchpoints with each participant's manager: at kickoff, midpoint, and close. These ensure coaching goals align with on-the-job expectations and that behavior change is visible beyond the coaching relationship. ### How do you measure outcomes? Pre and post competency assessments across 3-5 org-selected leadership behaviors. Coaches also provide observational data. You get a cohort-level impact report showing exactly what changed. ### Can we customize which competencies GROW focuses on? Yes. Every GROW engagement is configured around 3-5 competencies your organization selects. Common choices include feedback, delegation, communication, decision-making, and confidence. ### What if a coach match is not right? We rematch within 48 hours. Fit matters more than speed. Our matching process considers role context, industry experience, coaching style, and the specific challenges each manager is facing. ## Build managers who can lead people. A short conversation to see if GROW fits your organization. Book a Strategy Call Structured Development • ICF Certified • Measurable Outcomes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Boon EXEC - Executive Coaching for Senior Leaders | Boon" description: "A confidential space for senior leaders navigating decisions where clarity, consequence, and timing matter. Precision in high-stakes leadership." source: "https://www.boon-health.com/solutions/exec" -------------------------------------------------------------------------------- Boon EXEC # Precision in high-stakes leadership. A thinking partner for the decisions only you can make. Initiate a Confidential Inquiry THE EXECUTIVE REALITY ## At the top, decisions get harder but feedback gets softer. Traditional executive coaching is reactive, isolated, and expensive. Boon EXEC is different. ### Decisions get harder More ambiguity, higher stakes, less clear "right answers" ### Feedback gets softer Peers hesitate, reports filter, boards stay high-level ### Stakes multiply Impact on teams, culture, and business outcomes compounds ### Isolation increases Fewer peers who truly understand your context THE DIFFERENCE ## Not your typical executive coaching. Traditional executive coaching is reactive, expensive, and often unclear on ROI. Boon EXEC is designed differently. Traditional Coaching Boon EXEC Timing Reactive, called in when there's already a problem Proactive, ongoing strategic partnership Focus Remediation and "fixing" perceived gaps Sharpening strengths and strategic thinking Structure Ad-hoc, inconsistent cadence Structured 6-month engagement with clear milestones Coach Match Generic senior coach assignment Role-specific coach with relevant domain expertise Confidentiality Often unclear what's shared with organization Crystal clear boundaries. Sessions private, progress shared. Cost $25K-50K per executive per year Scalable pricing, cohort-based efficiency Timing Traditional Reactive, called in when there's already a problem Boon EXEC Proactive, ongoing strategic partnership Focus Traditional Remediation and "fixing" perceived gaps Boon EXEC Sharpening strengths and strategic thinking Structure Traditional Ad-hoc, inconsistent cadence Boon EXEC Structured 6-month engagement with clear milestones Coach Match Traditional Generic senior coach assignment Boon EXEC Role-specific coach with relevant domain expertise Confidentiality Traditional Often unclear what's shared with organization Boon EXEC Crystal clear boundaries. Sessions private, progress shared. Cost Traditional $25K-50K per executive per year Boon EXEC Scalable pricing, cohort-based efficiency #### Built for scale, designed for impact Boon EXEC combines the personalized attention of 1:1 coaching with the efficiency and insight of a cohort-based model. Your organization gets better outcomes at a fraction of traditional executive coaching costs. Tipping Points ## EXEC is right for you if... Your senior leaders are navigating high-stakes transitions with no structured support Executive coaching has been ad-hoc, disconnected from the broader leadership development strategy Board dynamics, organizational scaling, or leadership team friction require confidential calibration THE ENGAGEMENT ## Strategic sparring. Not remediation. A structured 6-month engagement designed to sharpen your strategic thinking and decision-making in real-time. Step 1 ### Discovery Week 1 Deep context gathering and strategic priority mapping - Confidential intake and 360 context review - Strategic challenge identification - Success metrics definition Step 2 ### Intensive Sparring 3-4 months Bi-weekly strategic sessions with your dedicated coach - Live decision-making and scenario planning - Leadership blind spot surfacing - Real-time strategic thinking practice Step 3 ### Application & Refinement Months 4-6 Apply insights to real challenges, refine approach - Test new strategies in live situations - Debrief outcomes with coach - Iterate and strengthen new patterns Step 4 ### Sustain & Scale Month 6+ Ongoing access and reinforcement - Monthly check-ins for continuity - On-demand sparring for key moments - Optional peer executive cohort access YOUR COACH MATCH ## Not generic. Role-specific. Every Boon EXEC coach has walked in your shoes. They have held senior roles at high-growth companies and know the challenges you are facing. Cheryl Mills Former Head of Technology Product Management ICF-Accredited Coach, MBA in Finance BNY Mellon Broadridge - Technology leadership through organizational change - Scaling product teams in regulated industries - Executive presence in board-facing roles Holistic & clarity-focused Carrie Atkin Former VP of Merchandise Planning ICF-Certified Coach, Harvard BA Sephora Ann Taylor Gap - Retail leadership through rapid growth and restructuring - Building and leading cross-functional merchandising teams - Navigating executive transitions Supportive & developmental Yoshi Hashimoto Former VP at Elsevier & Goldman Sachs ICF-Accredited Coach, MBA Elsevier Goldman Sachs - Leading through M&A and organizational transformation - Finance-to-general-management transitions - Cross-cultural executive leadership Authentic & empowering Kimberli Cumming Former Executive Coach at Michigan Medicine MSW & MBA - University of Michigan Michigan Medicine Michigan Ross - Healthcare system leadership and stakeholder management - Leading culture change in large institutions - Executive coaching through career pivots Champion & advocate CONFIDENTIALITY BUILT IN ## What's shared. What's not. Your coaching conversations remain confidential. Your organization sees only what matters: growth and impact. ### What's Shared Aggregate insights that help your organization - Engagement frequency and consistency - Competency development areas being addressed - Progress toward stated goals - Overall cohort trends (anonymized) - ROI and program effectiveness metrics ### What's Private Your strategic conversations stay confidential - Specific coaching session content - Individual challenges or vulnerabilities discussed - Personal performance concerns - Relationship dynamics with specific colleagues - Career considerations or next moves #### Why this matters Executives need a safe space to think out loud, test ideas, and work through challenges without fear of judgment or political fallout. Traditional executive coaching often lacks this protection when delivered through internal HR channels. Boon EXEC creates a clear boundary that enables real growth while giving your organization the visibility it needs. THE OUTCOMES ## What you'll develop. Executives who complete Boon EXEC report measurable improvements across four critical dimensions. ### Leading Through Ambiguity Navigate complex, high-stakes decisions with confidence even when there's no clear "right answer" 85% report increased decision confidence Faster strategic clarity ### Expanding Your Leadership Range Flex between directive and collaborative styles based on context, not habit 360 feedback improvement Stronger team trust scores ### Sharpening Strategic Thinking See patterns earlier, connect dots faster, anticipate second-order effects Better long-term planning Reduced reactive firefighting ### Building Resilience Maintain clarity and composure under pressure without burning out Sustained high performance Improved work-life integration ### EXEC is part of something bigger. Pair with GROW for manager development, SCALE for organization-wide coaching, or TOGETHER for team alignment. One system that compounds. Boon GROW Boon SCALE Boon TOGETHER Modern Pricing ## Designed to fit real budgets. Transparent pricing that works for people leaders and finance teams. ### 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. ### Flexible Terms Engage for as long as it provides value. Scale up during transitions, dial back when you have momentum. Confidential. Flexible. Results-driven. Engagements begin within 1-2 weeks Start a Conversation Testimonials "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 -------------------------------------------------------------------------------- title: "Boon TOGETHER - Team Coaching & Leadership Offsites | Boon" description: "Facilitated workshops and cohort experiences that build team alignment with measured outcomes. A connected system for leadership offsites, team coaching, and collective development." source: "https://www.boon-health.com/solutions/together" -------------------------------------------------------------------------------- Boon TOGETHER # Build infrastructure, not one-off events. Group coaching, team workshops, and leadership offsites, all connected to your 1:1 coaching system, custom-designed for your hardest challenges, and measured with pre/post impact data. Start a Conversation About AlignmentSee Formats The Case for Connection ## High-performing individuals can still create a low-performing system. When development happens in silos, teams struggle to coordinate under pressure, especially during growth, change, or conflict. Boon TOGETHER creates shared language, shared standards, and shared expectations so your leaders actually operate like one team. SL ### Siloed Learning Individual coaching builds skills but not shared operating standards across teams. AF ### Alignment Friction Cross-functional friction increases as each leader develops a different playbook. CD ### Cultural Drift Without shared language, leadership quality varies wildly across the organization. FI ### Fragmented Interventions Multiple external facilitators, ad-hoc offsites, and disconnected team-building efforts. What TOGETHER Replaces ### Stop stitching together offsites, workshops, and facilitators. You're paying three vendors to do what one system should handle. TOGETHER consolidates facilitation, measurement, and follow-through into a single engagement your team actually feels. What makes us different ## Not just another workshop vendor Most group development is disconnected from individual coaching, generic in design, and impossible to measure. We built TOGETHER to fix all three. ### Connected to Coaching Group sessions feed into 1:1 coaching and vice versa. Themes surface across both, so nothing gets lost. ### Measured Impact Pre/post assessments track shifts in team coordination, communication, and decision quality over time. ### Custom from Scratch No off-the-shelf curriculum. Every session is designed around your team's real dynamics and challenges. ### Infrastructure, Not Events We build systems that outlast the engagement. Shared language, shared standards, shared expectations. Flexible Formats ## Three formats. One connected system. Every format connects to your coaching infrastructure. Choose one or combine all three based on what your team actually needs. ### Group Coaching 6-month cohort|4-8 per cohort What's Included - Monthly 90-min sessions - Pre/post wellbeing assessment - Slack integration for themes - Individual progress tracking ### Team Workshops Single or multi-day|15-45 participants What's Included - Custom content design - Expert facilitation - Pre-work and follow-up - Synthesis report with themes ### Leadership Offsites 2-3 days|10-30 leaders What's Included - Strategic alignment sessions - Team building activities - Individual coaching sessions - Action planning and follow-up Program Portal ## See what's actually happening. AI-generated insights surface themes across sessions. Pre/post data measures what shifted. Your portal shows it all in real time, so you never have to wonder if the investment is working. ### Ascend Leadership Development Sep 30, 2024 - Mar 30, 2025 · 6-Month Cohort Program In Progress 24 Participants 94% Avg Satisfaction 89% Avg Attendance 4/6 Sessions Complete #### Program Progress Session 1 Kickoff Workshop Session 2 Group Coaching 1 Session 3 Skills Workshop Session 4 Group Coaching 2 Session 5 Advanced Skills Session 6 Closing & Integration #### Themes Surfacing AI-generated insights from session feedback Need for clearer strategic direction from leadership High Priority Cross-functional collaboration barriers across silos High Priority Managing rapid growth while maintaining culture Remote/hybrid team communication challenges Career path visibility and development opportunities #### Measured Impact Pre vs Post program assessment Team Alignment 3.2 → 4.1+28% Psychological Safety 3.8 → 4.3+13% Strategic Clarity 2.9 → 3.8+31% Cross-Team Collaboration 3.1 → 3.9+26% ## Works with your entire coaching stack Together isn't standalone, it's part of Boon's full platform ### You're here: Together Group coaching, workshops, offsites - Custom content design - Multi-month cohorts - Pre/post measurement + Scale Add ongoing 1:1 coaching for participants + Grow Structure workshops into leadership development tracks + Exec Dedicated executive coaching for senior leaders Modern Pricing ## Designed to fit real budgets. Transparent pricing that works for people leaders and finance teams. ### Custom Engagement Pricing Every TOGETHER engagement is designed around your team. Pricing reflects scope, cohort size, and duration. ### All-Inclusive Delivery Facilitation, design, assessment tools, and follow-up are included. No hidden consulting fees. ### Flexible Formats From single-day offsites to multi-month cohort programs. Structure adapts to your needs. Custom-designed for your team. Engagements start within 2-3 weeks Get a Quote Trusted by people-first organizations Testimonials “The biggest shift we see is in the second month. Teams stop performing alignment and start practicing it. That's when the pre/post data starts moving.” Boon Facilitator Cohort Lead, TOGETHER Program “After a 6-month engagement, 87% of participants reported improved cross-functional collaboration. Manager feedback consistency improved by 34% across teams.” TOGETHER Program Results Pre/Post Assessment Data ## FAQs ### How is TOGETHER different from a team offsite? + Offsites are events. TOGETHER is a system. We design the experience, facilitate the hard conversations, and measure what shifts afterward. The offsite might be part of it, but it's connected to pre-work, follow-up, and ongoing coaching. ### Can TOGETHER work alongside individual coaching? + Yes, and it's better when it does. Individual coaching builds personal capability. TOGETHER builds the shared layer. When both are active, development compounds faster because the language and standards are consistent. ### What size teams does TOGETHER work for? + We've run TOGETHER engagements for leadership teams of 8 and cohorts of 60+. The format adapts. Group coaching works well at 6-12. Offsites can scale larger. Manager Circles typically run 8-15. ### How do you measure the impact of group development? + Pre/post assessments on team coordination, communication patterns, and decision-making alignment. Facilitator observations track qualitative shifts session over session. You get a clear before-and-after view. ## Growth is better when it's shared. Every Boon TOGETHER engagement is custom-designed around your team's real dynamics, not generic content. Book a Strategy Call Facilitated by ICF Certified Coaches · Systemic Design · Global Delivery We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Our Story | Boon" description: "Personal and professional growth finally belong together. Learn about Boon's journey from high-pressure finance to building scalable, human coaching across entire organizations." source: "https://www.boon-health.com/story" -------------------------------------------------------------------------------- # Coaching that improves performance by prioritizing people. We believe everyone can benefit from professional coaching. So we built the infrastructure to enable that. A single system, calibrated to your goals. Book a Strategy CallSee How It Works → Founder Story: Alex Simmons Why Boon Exists ## A transition from high finance to human development. Systems that optimize for output and ignore the people doing the work always fail. Alex Simmons spent the early part of his career in finance. Performance was measured relentlessly. Leadership capability wasn't measured at all. When burnout hit, a coach helped him shift from reaction to intention, and revealed a structural failure in how organizations develop leaders. Coaching worked, but only for the few. Boon was built to change that: not as a coaching marketplace, but as a system with the structure, visibility, and accountability that real organizations need to develop leaders at scale. What We Built ## A leadership system, not a coaching vendor. 1:1 coaching, cohort programs, executive advising, and team workshops, all connected through a single platform. HR and L&D leaders get real visibility into participation, engagement, and outcomes. Employees get consistent, high-quality development that meets them where they are. One system. Every level. Full visibility. ### Replaces fragmented programs One operating layer instead of four disconnected vendors. ### Scales with your org From first-time managers to senior executives, wherever your org is and wherever it's going. ### Visible to decision-makers Dashboards and reporting that show what's working, without compromising coach-client confidentiality. ## “A more resilient world built by people who can think clearly, lead others, and hold under pressure.” Impact 110+ Organizations, from Series A to Fortune 500 Thousands Leaders developed across every level Real visibility Into engagement, progress, and outcomes We focus on long-term credibility over growth hype. Every Boon engagement is tracked. Every outcome is visible to the people who need to see it, without compromising the trust between coach and client. Our Values ## How we work reflects how we coach We run Boon the way we build it, because how we operate is proof of what we believe. ### Remote-first Built for distributed teams from day one. We prioritize work-life integration and trust our team to manage their own energy. ### Personal growth We practice what we preach. Every team member has access to coaching and development resources. ### Humans over metrics Our business is built on human capability. We invest in our coaches and our team's longevity. ### Autonomy with accountability We value owners who are comfortable with ambiguity and driven by outcomes. Leadership ## The team behind the mission. Operators, coaches, and builders, united by the belief that leadership development should be as rigorous as the work it supports. ### Alex Simmons Co-Founder & CEO ### Chris Henrichs Co-Founder ### 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 ## Growth isn't a perk, it's our passion. 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. Book a Strategy CallExplore Our Programs → We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "For Coaches | Boon" description: "Boon selects ICF-certified coaches who've held P&L responsibility, led teams through transformation, and operated at scale. Join a network that respects the craft of coaching." source: "https://www.boon-health.com/coaches" -------------------------------------------------------------------------------- For Practitioners # For coaches who've done the work. ICF-certified coaches with real operating experience, matched to leaders facing challenges you've already navigated. Your craft, amplified by a platform that makes impact measurable. Join the Boon coaching benchSee the scope 300+ Coaches 110+ Organizations ICF Required ### Clear alignment. No games. If you've worked with coaching platforms before, you know the tradeoffs. We've built something different. Other platforms × Not a Marketplace We don't focus on high-volume 'matches.' We focus on selective, high-quality engagements with leaders you're genuinely right for. × No Selling Access We don't sell access or pressure you to convert. We compensate you fairly for judgment, presence, and results. × Not a Scripted Service We don't dictate methodology or require performative frameworks. We provide context and infrastructure; you provide the craft. Boon Selective matching with clients facing challenges you've actually navigated Full organizational context before you start: culture, constraints, success criteria A platform that extends your impact between sessions without adding admin work Fair compensation that reflects the value of experienced practitioners The Scope ## One platform. Many paths to impact. Boon coaches work across an integrated leadership system: executive coaching, manager development, frontline effectiveness, and team workshops all connected in a single platform. Boon SCALE Leadership effectiveness coaching for employees across the organization. High-touch development that actually scales. Boon GROW Cohort-based development for managers making the transition from contributor to leader. Structured curriculum, peer learning, and 1:1 coaching combined. Boon EXEC Senior-level sparring for executives navigating enterprise stakes, board dynamics, strategic ambiguity, and organizational transformation. Boon TOGETHER Team workshops that address real friction points: alignment, communication, decision-making, trust. Facilitated sessions that create immediate traction. Tools That Extend Your Reach ## Your coaching, alive between sessions. Most coaching is confined to sessions, and the growth happens in between. Boon's platform keeps your work alive in your clients' daily workflow. #### AI session insights After each conversation, your client sees an AI-generated summary of key themes and takeaways. They retain more. You repeat yourself less. #### Action items in Slack The commitments your clients make in session surface directly in their workflow. Goals don't get buried in a separate app they forget to check. #### Roleplay between sessions Clients can practice difficult conversations with AI simulation before doing them live. They rehearse with support, then execute with confidence. #### Confidence tracking Both you and your clients can see how self-reported confidence evolves over the engagement. Growth becomes visible, not just felt. From the Bench ## Built by practitioners, for practitioners. “I'm paired with leaders facing the exact stakes I spent my career navigating. For the first time, the matching actually reflects my experience.” Elena R. Executive Leadership Coach “The AI session summaries changed everything. My clients come back having actually retained what we discussed. That continuity used to be the hardest part.” David K. ACC Certified Coach “I can see themes across my entire client portfolio now. It's changed how I think about what's working and where I need to push harder.” Michael P. PCC Certified Coach “The operational freedom matters, but what surprised me is how much the platform extends my impact. Goals showing up in Slack, roleplay between sessions: my work doesn't disappear when the call ends.” Sarah T. MCC Certified Coach ## Do your best work, supported. We are always looking for experienced practitioners who share our belief in democratized, high-quality coaching. Apply to the Partnership We review applications carefully. Not every coach is a fit. Current Review Cycle: Q1 2026 • Average response: 2-3 weeks We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- 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" -------------------------------------------------------------------------------- Professional Coaching # Accelerate your growth as a leader. A professional coach matched to your goals, and a platform that keeps you growing between sessions. Find Your CoachSee How It Works 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. #### AI Session Analysis After each session, see AI-generated summaries of your key themes and takeaways. Track what you're working on over time and watch your focus evolve as you grow. #### 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 ## Confidential by default. Growth-focused by design. 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. 01 Access the Portal Log in through your company's custom link or SSO. No setup, no approvals needed. 02 Match with a Coach Answer a few questions about your goals. We'll match you with a certified coach who's been where you're going. 03 Book Your First Session 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. Share Boon with Your HR Team Organizations choose Boon because it's not just coaching, 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. Find Your Coach Confidential • ICF Certified • AI-Powered Platform We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Boon vs BetterUp: An Honest Comparison | Boon" description: "BetterUp offers 1:1 coaching at scale. Boon connects coaching, cohort development, executive support, and team workshops into one system tied to your competencies. Here's how they compare." source: "https://www.boon-health.com/compare/betterup" -------------------------------------------------------------------------------- Boon vs BetterUp # Same goal. Different approach. BetterUp offers one-on-one coaching at scale. Boon connects coaching, cohort-based development, executive support, and team workshops into one system tied to your competencies, your managers, and your bottom line. Book a Strategy CallSee How It Works The Question Buyers Are Asking ## “People like their coaches. But what's actually changing?” This is the question L&D leaders keep running into. Coaching feels good. Employees appreciate it. But when leadership asks for outcomes tied to business objectives, the answer gets murky. Boon was built to make that answer clear. Why Companies Evaluate Boon ## Three things that change the conversation. 01 Customization Coaching anchored to your competency framework, not a generic assessment model. Your culture. Your leadership language. Your specific pressure points. Every program is configured to solve problems you're actually facing. Buyers tell us the biggest gap with enterprise coaching platforms is the one-size-fits-all approach. Boon maps coaching, assessments, and development goals to the competencies your organization already uses. 02 Manager Visibility Structured touchpoints where managers, employees, and coaches align on development goals. Not surveillance. Not exposure. A system where managers can actually support what coaching is building. Most coaching platforms are entirely employee-driven. The manager has no connection to the coach, no visibility into progress, and no way to reinforce development. Boon's manager alignment sessions change that. 03 Affordability at Scale Usage-based pricing that lets you extend coaching beyond executives and high-potentials. When coaching is accessible to every level, the impact compounds across the organization. Enterprise coaching contracts often limit coaching to a narrow slice of leadership. Boon's pricing model aligns cost with actual usage, making it possible to bring coaching to every manager, not just the top tier. The Structural Difference ## One product vs. one system. BetterUp is one-on-one coaching delivered at scale. Boon is four connected programs that share context, data, and continuity as your people grow. Boon SCALE 1:1 coaching for employees at every level. Not just executives. GROW Cohort-based manager development with peer learning and structured curricula. EXEC Executive coaching for senior leaders with dedicated, long-term partnerships. TOGETHER Team workshops and facilitated sessions for intact teams working through real challenges. 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 four disconnected dashboards. BetterUp Lead 1:1 coaching for leadership development and high-potentials. Manage AI-enabled assessment and learning paths for managers. Ready Wellness and personal development coaching for broader populations. Grow AI-powered coaching and roleplay, designed to scale without human coaches. Multiple products, but the core is 1:1 coaching. Manage and Grow are newer additions with different underlying architectures. Group coaching and team workshops are not a core part of the platform. The Business Case ## Coaching that proves its own ROI. The problem L&D teams face Your CEO asks “what's changing?” and the best answer is satisfaction scores and session counts. Coaching feels valuable. But the data doesn't connect to business outcomes. Without that connection, coaching stays a “nice to have” instead of a strategic investment. Budget gets harder to defend every year. How Boon solves it Pre/post competency assessments mapped to your framework Manager alignment sessions that connect coaching to on-the-job performance Real-time dashboards your team can access anytime Aggregate reporting that shows verified behavior change, not just sentiment Data your CHRO can present to the board with confidence Side by Side ## Compare the details. CustomizationManager VisibilityPricing & AccessROI & DataPlatform Feature Boon BetterUp 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 Modular products (Lead, Manage, Ready) with some customization at enterprise tier Coach context Coaches briefed on your culture, competencies, and specific development goals Coach matching is algorithmic. Limited organizational context in the matching process Assessment integration Pre/post assessments tied to your specific framework. Can integrate with existing 360 tools Proprietary assessments only. Limited ability to map to your existing competency language Product architecture One integrated system: SCALE, GROW, EXEC, TOGETHER. Context carries between programs Separate products (Lead, Manage, Ready, Grow) that operate more independently An Honest Comparison ## Where BetterUp wins, and where Boon wins. Where BetterUp has the edge Coach network size: 4,000+ coaches on their platform vs. Boon's 270+ 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 Where Boon has the edge 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 ROI clarity: Competency-level measurement that answers 'what's actually changing?' BetterUp is a strong platform with genuine strengths. 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. Common Questions ## Questions we hear from L&D leaders. We're already using BetterUp. Why would we evaluate Boon? Many of the companies we talk to aren't unhappy with BetterUp's coaching. The challenge is usually around measurement and customization. They can see that employees like their coaches, but they can't connect coaching to their competency framework, involve managers in the development process, or present outcome data that leadership finds compelling. If those are gaps you're experiencing, a conversation with Boon is worth 30 minutes. BetterUp has 4,000+ coaches. Can Boon match that scale? We have 270+ certified coaches serving clients globally. For most organizations, the question isn't "how many coaches do you have?" It's "can you match my people with coaches who understand their role, their context, and the decisions they're actually facing?" Our matching is built around organizational context, not just personality fit. BetterUp has a larger network, which can matter for very large global deployments across dozens of languages simultaneously. BetterUp is investing heavily in AI. What's Boon's approach? We take AI seriously. Our practice space lets employees run AI-powered roleplays on specific scenarios tied directly to their coaching goals, so development continues between sessions. AI also powers our coach matching, surfaces insights, and helps coaches prepare. The difference is philosophy: BetterUp Grow is designed to replace human coaching at scale with AI-first interactions. We built AI to extend and reinforce the human coaching relationship. Both approaches have merit. It depends on whether you want AI as the primary modality or as a force multiplier for your coaches. How does Boon's pricing actually compare? BetterUp's enterprise pricing isn't publicly disclosed, so direct -------------------------------------------------------------------------------- title: "Schedule a Conversation | Boon" description: "Schedule a conversation with Boon to understand your goals and determine whether our unified leadership system is the right fit for your organization." source: "https://www.boon-health.com/demo" -------------------------------------------------------------------------------- 30 minutes, zero pressure # See if Boon is the right fit for your team. Pick a time below. We'll talk through your goals and show you exactly how Boon works for organizations like yours. Pick a time that works for you No scripted sales pitch Speak directly with our team What this conversation covers - Whether Boon fits your organization and goals - Which programs make sense for your team today - How pricing works as you scale After you book - You'll get a calendar invite with a video link - We'll review your goals before the call - Come with questions. We'll bring answers. Trusted by teams building leaders at scale FAQ ## Questions. Clear answers to common questions. ### Is individual data shared with HR? No. Privacy is foundational to our trust. We provide aggregate theme reporting so leadership can understand organizational trends without ever exposing individual session content. ### How quickly can we launch a cohort? Most organizations can launch their first cohort in under 10 business days. We provide all the enrollment templates and SSO integration needed. ### 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? We believe in usage-based transparency. You pay for completed sessions, ensuring your investment is directly tied to engagement and value. What Buyers Say “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.” Alicia Kiser EVP of Human Resources, M3 Insurance “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.” Matt Knapp Director of Training & Professional Development, Piper Companies ## Not ready to book? No problem. Drop us a line and we'll get back to you within one business day. Email our team We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Case Studies | Boon" description: "Explore how organizations are using Boon to transform their leadership development and achieve measurable results." source: "https://www.boon-health.com/learn/case-studies" -------------------------------------------------------------------------------- Case Studies # Real results from real organizations. See how companies are using Boon to build leadership capability at scale. Boon Scale ## 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. Employee Well-BeingLeadership DevelopmentWork-Life BalanceTalent Retention Boon Scale ## Fostering Employee Well-being and Professional Growth with Boon Coaching Boon provided a solution that bridged personal and professional development, especially for managers, to create a culture of learning and joyful growth. Employee Well-BeingLeadership DevelopmentRemote WorkBurnout Prevention Boon Scale ## How Brandlive Protected Employees from Burnout Boon's coaching supported Brandlive employees, helping them manage stress and thrive in a competitive industry. Burnout PreventionResilienceHypergrowthWork-Life Balance Boon Scale ## 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. Workplace CultureEmployee EngagementRetentionWhole-Person Coaching Boon Grow ## 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. Leadership DevelopmentHealthcareTalent Retention360 Feedback Boon Scale ## Supporting Healthcare Heroes During the Pandemic Boon's personal coaching supported healthcare workers in managing stress and growing resilience during challenging pandemic times. HealthcareResilienceBurnout PreventionEmployee Retention Boon Scale ## Piper Companies Makes Mental Well-Being a Priority for Employees Boon helped Piper employees prioritize their mental well-being with a simple, modern, and easy-to-use program. Mental Well-BeingResilienceEmployee EngagementEAP Alternative We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- 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" -------------------------------------------------------------------------------- All Case Studies Boon Scale # 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. Industry Insurance Company Size ~1,000 employees Program Duration 12 months Get Similar Results The Challenge ## 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 mental health, professional growth, and resilience. The demand was real, but existing resources were not meeting it. Managers overseeing 20 to 30+ direct reports were absorbing the emotional 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. 30+ Avg. direct reports per manager 68% Wanted mental health resources 45% Felt stuck in career growth Boon's Approach ## 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 blended career development, resilience building, and leadership skill-building into a single flexible platform. ### Program Design Personalized matching algorithms paired employees with the right coaches 1:1 coaching across all organizational levels Tailored guidance on career development, resilience, and time management Reduced manager burden by giving employees an outside perspective ### Measurement & Reporting Real-time utilization dashboards for HR leadership Well-being trend tracking across the organization Leadership development progress metrics per cohort Quarterly business reviews with data-driven recommendations “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.” Alicia KiserEVP of Human Resources, M3 Insurance The Results ## 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. 17% Productivity Increase Self-reported improvement after participating in Boon coaching 22% Stress Management Increase in the ability to manage stress effectively 15% Work-Life Balance Improvement in balancing personal and professional demands 97% Session Satisfaction Average CSAT score across all feedback surveys ### Productivity & Resilience Employees reported a 17% increase in productivity and a 22% improvement in stress management, proving that personal well-being and professional performance are deeply connected. Top coaching themes Stress management, Career growth, 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. HR leadership takeaway "Coaching reinforced our commitment to developing the whole person." “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.” Alicia KiserEVP of Human Resources, M3 Insurance ## More case studies. Boon Grow ### 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. Boon Scale ### Fostering Employee Well-being and Professional Growth with Boon Coaching Boon provided a solution that bridged personal and professional development, especially for managers, to create a culture of learning and joyful growth. View All Case Studies ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Fostering Employee Well-being and Professional Growth with Boon Coaching | Boon" description: "Boon provided a solution that bridged personal and professional development, especially for managers, to create a culture of learning and joyful growth." source: "https://www.boon-health.com/learn/case-studies/teaching-lab" -------------------------------------------------------------------------------- All Case Studies Boon Scale # Building joyful growth for managers and their teams Boon provided a solution that bridged personal and professional development, especially for managers, to create a culture of learning and joyful growth. Industry Education / Nonprofit Company Size 120 employees Program Duration 12 months Get Similar Results The Challenge ## 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. 28% Manager turnover rate 11 mo Average manager tenure 72% Reported high stress levels Boon's Approach ## On-demand coaching that actually scales Teaching Lab launched Boon Scale with a focus on manager well-being and practical skill-building. Managers could book sessions whenever they needed support, with no waiting for cohort starts. ### Program Design Matched managers with nonprofit-experienced coaches Focused on difficult conversations, delegation, and stress management Sessions available within 48 hours of booking Slack integration for seamless scheduling ### Measurement & Reporting Pre/post well-being assessments for each participant Session satisfaction surveys after every coaching session Competency growth tracking across key leadership dimensions Aggregate dashboards for HR with full individual privacy “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.” Sabrina TellezDirector of Workforce Education & Performance Development, Teaching Lab The Results ## Measurable impact in 12 months After one year with Boon Scale, Teaching Lab saw dramatic improvements in manager retention, well-being, and leadership capability. 96% Session Satisfaction Average rating across all coaching sessions 19% Productivity Increase Self-reported improvement in work output 30% Work-Life Balance Improvement in balancing personal and professional demands 80% Employee Sign-Up Of eligible employees enrolled in the first year ### Well-being Improvement Pre/post assessments showed a 41% reduction in reported stress levels and a 38% increase in manager confidence navigating team challenges. Most requested topics Difficult conversations, Delegation, Work-life boundaries ### 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. Executive feedback "Finally, data that shows development is working." “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.” Sabrina TellezDirector of Workforce Education & Performance Development, Teaching Lab ## More case studies. Boon Scale ### 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. Boon Grow ### 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. View All Case Studies ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How Brandlive Protected Employees from Burnout | Boon" description: "Boon's coaching supported Brandlive employees, helping them manage stress and thrive in a competitive industry." source: "https://www.boon-health.com/learn/case-studies/brandlive" -------------------------------------------------------------------------------- All Case Studies Boon Scale # Protecting a hypergrowth team from burnout before it hit Boon's coaching supported Brandlive employees, helping them manage stress and thrive in a competitive industry. Industry Technology / Live Streaming Company Size 200+ employees Program Duration 12 months Get Similar Results The Challenge ## 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. Traditional wellness perks were not going to cut it. Brandlive needed something that could meet employees where they were and scale with the company. 100+ New hires onboarded in one year 42% Reported elevated stress levels 3.1/5 Work-life balance self-rating Boon's Approach ## A wellness initiative built for speed Brandlive partnered with Boon to launch a comprehensive coaching and wellness initiative that combined resilience-focused webinars, personalized 1:1 coaching, and tailored workshops, all designed to fit the pace of a tech company in hypergrowth. ### Program Design Resilience-focused group webinars for the full company Personalized 1:1 coaching for stress, anxiety, and career growth Tailored workshops on work-life balance and professional development Flexible scheduling to fit unpredictable production calendars ### Measurement & Reporting Utilization tracking across departments and tenure bands Pre/post resilience assessments for coaching participants Quarterly satisfaction surveys with trend analysis Executive dashboards with anonymized wellness insights “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.” Brittney BakerSenior Human Resources & Benefits Manager, Brandlive The Results ## Company-wide impact in under a year Within 12 months, Brandlive achieved industry-leading utilization rates and measurable improvements in resilience, productivity, and employee satisfaction. 65% Employee Utilization Company-wide adoption of Boon coaching services 20% Productivity Increase Average improvement in overall productivity metrics 80% Resilience Improvement Of users improved their resilience over time 95% Employee Satisfaction Satisfaction rate across all coaching engagements ### 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. Top coaching topics Stress management, Work-life balance, Career development ### Culture of Well-being 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. HR team feedback "This moved the needle on retention in a way nothing else had." “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.” Brittney BakerSenior Human Resources & Benefits Manager, Brandlive ## More case studies. Boon Scale ### Supporting Healthcare Heroes During the Pandemic Boon's personal coaching supported healthcare workers in managing stress and growing resilience during challenging pandemic times. Boon Scale ### 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. View All Case Studies ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- 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" -------------------------------------------------------------------------------- All Case Studies Boon Scale # 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. Industry B2B Software / HR Tech Company Size 150 employees Program Duration 18 months Get Similar Results The Challenge ## 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. 5 Departments with distinct needs 31% Of managers felt unsupported 2.9/5 Career growth satisfaction score Boon's Approach ## Whole-person coaching across every level Energage launched Boon Scale with a deliberate cross-level strategy: 58% individual contributors, 31% managers, and 10% executives. The whole-person approach blended mental health support with professional development, meeting employees where their real challenges lived. ### Program Design Tailored 1:1 coaching blending mental health and professional growth Cross-level participation from ICs to executives Department-specific focus areas matched to real business challenges Whole-person approach addressing career goals, stress, and difficult conversations ### Measurement & Reporting Real-time utilization insights segmented by department and level Coaching relationship retention tracking over 18 months Pre/post productivity and satisfaction assessments Aggregate culture health metrics aligned to Energage's own methodology “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.” Lisa SordillaChief People Officer, Energage The Results ## A culture company that practices what it preaches Over 18 months, Energage saw dramatic improvements in satisfaction, productivity, and coaching retention, proving that whole-person development drives business outcomes at every level. 98% Employee Satisfaction Satisfaction rate with Boon coaching services 92% Coaching Retention Retention rate of ongoing coaching relationships 35% Productivity Increase Self-reported increase in employee productivity 37% Workplace Satisfaction Improvement in overall workplace satisfaction scores ### 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. Participation breakdown 58% individual contributors, 31% managers, 10% executives ### 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. Leadership insight "Our people finally have a growth partner, not just a growth plan." “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.” Lisa SordillaChief People Officer, Energage ## More case studies. Boon Scale ### Piper Companies Makes Mental Well-Being a Priority for Employees Boon helped Piper employees prioritize their mental well-being with a simple, modern, and easy-to-use program. Boon Grow ### 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. View All Case Studies ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- 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" -------------------------------------------------------------------------------- All Case Studies Boon Grow # Transforming veterinary leaders across a growing network Supporting leadership growth and seamless transitions for veterinary practice managers across a growing network of partner practices. Industry Veterinary Healthcare Company Size 2,500+ employees across partner practices Program Duration 18 months Get Similar Results The Challenge ## 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. 67% Managers with no formal leadership training 3.2 yr Average practice manager tenure before turnover 41% Reported feeling unprepared for management role Boon's Approach ## 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 emotional ownership transitions. Coaches were matched based on healthcare and leadership experience. ### Program Design Matched practice managers with coaches experienced in healthcare leadership 360 Upward Feedback sessions to build trust between staff and leadership Tailored support for founding veterinarians navigating phased retirement Flexible scheduling around clinical hours and practice demands ### Measurement & Reporting Pre/post leadership competency assessments for all participants Session satisfaction surveys after every coaching session Retention and engagement tracking across partner practices Aggregate dashboards for HR with individual privacy protected “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.” Angela DeputyChief Human Resources Officer, Heartland Veterinary Partners The Results ## Measurable impact across 18 months Over 18 months, Heartland saw dramatic improvements in leader retention, practice alignment, and employee satisfaction across their partner network. 100% Participant Retention Every program participant stayed through the full engagement 97% Session Satisfaction Average rating across all coaching sessions 43% Work-Life Balance Improvement in employees' ability to balance personal and professional demands 23% Workplace Satisfaction Increase in overall workplace satisfaction scores ### 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. Most requested topics Performance conversations, Generational communication, Strategic planning ### 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. HR leadership feedback "We finally have leaders who feel equipped to lead, not just manage." “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.” Angela DeputyChief Human Resources Officer, Heartland Veterinary Partners ## More case studies. Boon Scale ### 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. Boon Scale ### Fostering Employee Well-being and Professional Growth with Boon Coaching Boon provided a solution that bridged personal and professional development, especially for managers, to create a culture of learning and joyful growth. View All Case Studies ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Supporting Healthcare Heroes During the Pandemic | Boon" description: "Boon's personal coaching supported healthcare workers in managing stress and growing resilience during challenging pandemic times." source: "https://www.boon-health.com/learn/case-studies/healthcare" -------------------------------------------------------------------------------- All Case Studies Boon Scale # Keeping healthcare workers whole when the system could not Boon's personal coaching supported healthcare workers in managing stress and growing resilience during challenging pandemic times. Industry Healthcare Company Size 500+ employees Program Duration 12 months Get Similar Results The Challenge ## A workforce in crisis The pandemic did not just strain healthcare systems. It broke the people inside them. Nurses, administrators, and clinical leaders were working double shifts, absorbing unprecedented patient volumes, and watching colleagues leave faster than they could be replaced. Organizations that had historically relied on the resilience of their workforce found that resilience had a limit. 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. Traditional EAPs were underutilized and poorly matched to the depth of what frontline workers were experiencing. Healthcare organizations needed a different kind of support, one that treated their people as whole humans, not just roles to fill. 34% Annual turnover rate during pandemic peak $50K+ Average cost per temporary staffing hire 71% Reported symptoms of burnout Boon's Approach ## Personalized coaching for the frontline Boon deployed personalized one-on-one coaching for healthcare professionals at all levels, addressing the intersection of mental well-being, professional development, and the unique stressors of clinical work. Sessions were designed to fit around unpredictable shift schedules. ### Program Design Personalized 1:1 coaching addressing mental well-being and professional growth Coaches matched with healthcare and clinical leadership experience Flexible scheduling around shift rotations and on-call demands Focus on stress reduction, burnout prevention, and communication skills ### Measurement & Reporting Pre/post resilience assessments for each participant Work satisfaction surveys tracked over the engagement period Turnover and retention analytics compared to baseline ROI modeling tied to reduced temporary staffing costs “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.” Bridget WalshChief Operating Officer, Emergency Nurses Association The Results ## 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. 85% Resilience Improvement Of Boon users increased their resilience over coaching sessions 86% Work Satisfaction Of Boon users reported increased work satisfaction 50% Turnover Reduction Relative decrease in employee turnover during program $3 ROI Per Dollar Return for every dollar invested in Boon coaching services ### Resilience & Satisfaction 85% of participants improved their resilience scores over the course of their coaching engagement, while 86% reported higher work satisfaction. For a workforce on the edge of collapse, these numbers represented a turning point. Most impactful sessions Stress management, Boundary-setting, Career re-engagement ### 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. Operations insight "We stopped hemorrhaging talent and started rebuilding trust." “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.” Bridget WalshChief Operating Officer, Emergency Nurses Association ## More case studies. Boon Scale ### How Brandlive Protected Employees from Burnout Boon's coaching supported Brandlive employees, helping them manage stress and thrive in a competitive industry. Boon Grow ### 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. View All Case Studies ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Piper Companies Makes Mental Well-Being a Priority for Employees | Boon" description: "Boon helped Piper employees prioritize their mental well-being with a simple, modern, and easy-to-use program." source: "https://www.boon-health.com/learn/case-studies/piper-companies" -------------------------------------------------------------------------------- All Case Studies Boon Scale # Replacing the EAP with something people actually use Boon helped Piper employees prioritize their mental well-being with a simple, modern, and easy-to-use program. Industry Staffing & Recruiting Company Size 130 employees Program Duration 12 months Get Similar Results The Challenge ## 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 the emotional toll of the pandemic 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 wellness resources felt impersonal and underutilized. Traditional EAPs had single-digit engagement rates, and employees were not comfortable seeking help through channels that felt clinical or stigmatized. Piper needed a mental health solution that felt modern, accessible, and genuinely useful, something their workforce would actually adopt without being pushed. 4% Traditional EAP utilization rate 4 Offices with declining morale scores 58% Reported increased stress since lockdowns Boon's Approach ## A modern alternative to the traditional EAP 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 Personalized coaching focused on resilience, stress, and professional growth Direct leadership communication to normalize participation Welcome Survey to understand individual needs before first session Multi-city rollout with consistent experience across all locations ### Measurement & Reporting Resilience score tracking over 6-session engagement cycles Coaching relationship retention rates as a leading indicator Utilization benchmarking against traditional EAP baselines First-week adoption tracking to measure launch momentum “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.” Matt KnappDirector of Training & Professional Development, Piper Companies The Results ## Six times the engagement of a traditional EAP Within 12 months, Piper achieved utilization rates that dwarfed traditional employee assistance programs, with measurable improvements in resilience and strong coaching relationship retention across all four offices. 15% Resilience Increase Overall resilience score improvement measured over 6 sessions 91% Coaching Retention Retention rate of ongoing coaching relationships 6x EAP Utilization Average utilization rate compared to traditional EAPs 20% First-Week Adoption Of employees scheduled their first session within the first week ### 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. The program proved that employees will seek help when the format feels accessible and private. Key differentiator Modern UX, personalized matching, zero stigma ### 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. Employee feedback theme "This is the first wellness benefit I have actually used more than once." “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.” Matt KnappDirector of Training & Professional Development, Piper Companies ## More case studies. Boon Scale ### How Brandlive Protected Employees from Burnout Boon's coaching supported Brandlive employees, helping them manage stress and thrive in a competitive industry. Boon Scale ### 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. View All Case Studies ## Built for how people actually grow. Boon is leadership infrastructure designed around human behavior, not tools or programs. So growth holds up as organizations scale. Schedule a Conversation We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Learn | Boon" description: "Explore Boon's learning resources: blog posts, case studies, podcasts, events, and leadership development guides." source: "https://www.boon-health.com/learn" -------------------------------------------------------------------------------- Learn Hub # Resources for growing leaders. Insights, case studies, and practical tools from the Boon team and our network of operator coaches. Insights & Perspectives ## Boon Blog Articles on leadership, management, and organizational development. Explore → Impact Stories ## Case Studies Real results from organizations using the Boon system. Explore → Podcast ## The Human Layer Conversations with operators about leadership in practice. Explore → Events & Webinars ## Boon Live Interactive sessions and live learning experiences. Explore → Guides & Toolkits ## Resources Practical frameworks and tools for leadership development. Explore → Newsletter ## Stay in the loop Get leadership insights, coaching research, and Boon updates delivered to your inbox. First name Last name Email* We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Resources | Boon" description: "Practical frameworks, guides, and tools for leadership development from Boon." source: "https://www.boon-health.com/learn/resources" -------------------------------------------------------------------------------- Resources # Guides & Toolkits. Practical frameworks and tools for leadership development. Featured Guide ## What Is Leadership Development? The Complete Guide. Everything you need to know about building a leadership development program that actually works. 20 min read. Read the guide → ## 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. Toolkit Library ## Leadership toolkit library. Downloadable frameworks, guides, and tools built from thousands of real coaching sessions. Guide ### Coaching vs. Mentoring: What’s the Difference? When to use coaching, when to use mentoring, and how to combine them for maximum development impact. Guide ### Measuring Coaching ROI A practical framework for measuring what coaching actually delivers, from leading indicators to business outcomes. Guide ### How to Build a Leadership Development Program From needs assessment to measurement, a step-by-step guide to building a program that changes behavior. Guide ### 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. Article ### The First-Time Manager Problem Nobody Talks About Why the transition from IC to manager fails so often, and what organizations can do differently. Guide ### 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. Infographic ### Leadership Skill Gap Identifies the 5 biggest leadership skill gaps and their organizational impact, with practical development recommendations. Ebook ### The Whole-Manager Playbook How Boon develops critical leadership skills managers need, building confidence, resilience, and high-performing teams beyond technical competencies. Guide ### 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. Ebook ### Empower Your Workforce How personalized coaching improves retention, enhances well-being, and drives productivity across your organization. Whitepaper ### Boon Boosts Resilience How Boon coaches help organizations strengthen resilience, overcome challenges, and achieve lasting personal growth. We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Coaching vs. Mentoring: What's the Difference? | Boon" description: "Coaching and mentoring both help leaders grow, but they work differently. Here's when to use each, what to expect, and how to decide what your organization actually needs." source: "https://www.boon-health.com/learn/resources/coaching-vs-mentoring" -------------------------------------------------------------------------------- Know the Difference # Coaching vs. mentoring: they're not the same thing. Both help leaders grow. But they work differently, serve different purposes, and produce different outcomes. Knowing when to use each is the difference between a development program that compounds and one that stays surface-level. 10 min readFebruary 2026 The Short Version ## 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. Coaching ## What coaching actually is. 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." 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. Mentoring ## What mentoring actually is. 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. The Comparison ## 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. CoachingMentoringPrimary approachAsks questions, facilitates thinkingShares experience, gives adviceStructureRegular sessions, defined goals, accountabilityFlexible, often informalConfidentialityStrict, contractualInformal, variesDurationTime-bounded (3-12 months typical)Open-ended, sometimes yearsExpertise sourceCoaching methodology and processPersonal career experienceBest forBehavior change, skill building, specific challengesCareer navigation, organizational context, wisdom transferRelationshipProfessional, boundariedPersonal, relationalWho provides itTrained, certified professionalsSenior leaders, peers, alumniScalabilityHighly scalable with matching systemsHard to scale, depends on volunteer mentorsMeasurementGoal attainment, behavior change, competency growthHarder to measure, often qualitative Use Cases ## 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: 1 #### 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. 2 #### 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. 3 #### 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. 4 #### 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. 5 #### 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. Use Cases ## 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: 1 #### 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. 2 #### A leader needs career path guidance "Should I move to product or stay in engineering?" "What does the path to VP actually look like -------------------------------------------------------------------------------- title: "How to Build a Leadership Development Program From Scratch | Boon" description: "A step-by-step guide to building a leadership development program that actually works. From needs assessment to measurement, here's what most organizations get wrong and how to get it right." source: "https://www.boon-health.com/learn/resources/building-a-leadership-development-program" -------------------------------------------------------------------------------- The Builder's Guide # How to build a leadership development program that works. 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. 16 min readFebruary 2026 First Principles ## Before you build anything. 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. 1 Needs Assessment ## Start with what's actually broken. 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 holistically. ### 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. 2 Audience Design ## Define your audiences. 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. 3 Modality Mix ## Choose your modalities. 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. ModalityBest forLimitations1:1 coachingIndividual behavior change, personalized skill building, working through real situations in real timeCost per person is higher. Requires quality coaches and good matching.Group coaching / cohortsShared learning, peer accountability, building a common leadership language across a cohortIndividual attention is limited. Pacing must accommodate different skill levels.WorkshopsIntroducing frameworks, building shared vocabulary, practicing skills in a safe environmentRetention drops sharply without follow-up. Behavior change requires more than a single session.MentoringCareer navigation, organizational knowledge transfer, cross-functional relationship buildingHard to scale. Quality depends entirely on mentor availability and skill.Self-directed learningKnowledge acquisition, foundational concepts, individual exploration of topicsLow completion rates. Zero accountability. Doesn't change behavior on its own.On-the-job assignmentsApplying skills in real contexts, stretch experiences, learning by doingRequires 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. 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. 4 Competency Framework ## Build a competency framework. 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 su -------------------------------------------------------------------------------- title: "Measuring Coaching ROI: A Practical Guide for L&D Leaders | Boon" description: "Your CEO wants to know if coaching is working. Here's how to measure it honestly -- leading indicators, lagging indicators, and the metrics that actually matter." source: "https://www.boon-health.com/learn/resources/measuring-coaching-roi" -------------------------------------------------------------------------------- The Measurement Problem # Measuring coaching ROI. Without the guesswork. Your CEO asks "is coaching working?" You pull up attendance numbers and satisfaction scores. They're not impressed. Here's how to build a measurement approach that actually answers the question. 14 min readFebruary 2026 The Challenge ## Why measurement is so hard (and why most teams fake it). 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 Traps ## 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 Activity, not impact. 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. The Framework ## 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. 1 #### Leading Indicators Weeks 2-12 Is the coaching taking hold? Behavior shifts, coach observations, applied learning between sessions. 2 #### Competency Growth Months 3-9 Are leaders building specific capabilities? Coach-observed, competency-mapped growth over time. 3 #### Business Outcomes Months 6-18 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. Layer 1 ## 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. ### 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. Layer 3 ## 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. MetricWhat to measureTimelineEmployee engagementCompare engagement scores in teams with coached leaders vs. without. Look for trends over two or more survey cycles.6-12 monthsRetentionTrack voluntary turnover in coached leaders' teams vs. a control group. Regrettable attrition is the sharpest signal.6-18 monthsPromotion readinessAre coached leaders advancing faster? Are their direct reports being promoted at higher rates? Both matter.12-18 months360 feedback trendsCompare 360 results before coaching and 6-12 months after. Look for shifts in specific competencies, not just overall scores.6-12 monthsTime-to-productivityFor new managers: how quickly do coached new managers reach full effectiveness vs. unsupported ones?6-12 monthsInternal mobilityAre 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. Layer 2 ## 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 -------------------------------------------------------------------------------- title: "Leadership Development for Remote and Hybrid Teams | Boon" description: "Remote and hybrid teams need different leadership. Here's what changes, what stays the same, and how to develop leaders who can manage people they don't see every day." source: "https://www.boon-health.com/learn/resources/leadership-development-remote-teams" -------------------------------------------------------------------------------- The Distributed Challenge # 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. 12 min readFebruary 2026 The Shift ## 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 Gap ## 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. The Harder Version ## 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. What Works ## 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 -------------------------------------------------------------------------------- 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" -------------------------------------------------------------------------------- Boon Blog # Insights & Perspectives. Articles on leadership, management, and organizational development from our team and network. Professional Growth ## 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 16, 2025Alex Simmons Professional Growth ## Leadership Skill Gaps 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 p... Sep 8, 2025Alex Simmons Professional Growth ## 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 2, 2025Alex Simmons Professional Growth ## Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth 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... Jul 2, 2025Alex Simmons Professional Growth ## 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 21, 2025Alex Simmons Professional Growth ## 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,... May 21, 2025Alex Simmons Professional Growth ## 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 24, 2025Alex Simmons Professional Growth ## 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 17, 2025Alex Simmons Professional Growth ## 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 research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizati... Mar 17, 2025Alex Simmons Professional Growth ## 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 3, 2025Alex Simmons Professional Growth ## 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 25, 2025Alex Simmons Professional Growth ## Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams—they lead themselves first with emotional intelligence and resilience. Feb 9, 2025Alex Simmons Newsletter ## Stay in the loop Get leadership insights, coaching research, and Boon updates delivered to your inbox. First name Last name Email* We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- 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. Here's what that costs, and what to do about it." source: "https://www.boon-health.com/learn/blog/first-time-manager" -------------------------------------------------------------------------------- The Manager Gap # 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. 12 min readFebruary 2026 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. 60%of new managers underperform in their first two years (CEB/Gartner) 50%of people who leave a job cite their manager as the reason (Gallup) 70%of engagement variance tied to the direct manager 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. The pattern: New managers avoid hard conversations. The avoidance creates bigger problems. The bigger problems feel even harder to address. The cycle repeats until someone leaves, the manager burns out, or both. ## 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 one -------------------------------------------------------------------------------- title: "The Cost of Bad Managers | Boon Blog | Boon" description: "Bad managers drive turnover, burnout, and disengagement—coaching transforms them into confident, high-impact leaders." source: "https://www.boon-health.com/learn/blog/the-cost-of-bad-managers" -------------------------------------------------------------------------------- Back to Blog Professional Growth # The Cost of Bad Managers Bad managers drive turnover, burnout, and disengagement—coaching transforms them into confident, high-impact leaders. AS Alex Simmons Author February 9, 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: Studies show that 50% of employees leave jobs due to bad management—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. The bottom line? 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth | Boon Blog | Boon" description: "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..." source: "https://www.boon-health.com/learn/blog/rebuilding-the-middle-why-your-managers-are-the-real-engine-of-growth" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Rebuilding the Middle: Why Your Managers Are the Real Engine of Growth 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... AS Alex Simmons Author July 2, 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. 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: Cut new manager attrition by 35% Improve employee engagement scores by double digits 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "The Leadership Ripple Effect: Why Developing One Manager Isn’t Enough | Boon Blog | Boon" description: "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 research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizati..." source: "https://www.boon-health.com/learn/blog/the-leadership-ripple-effect-why-developing-one-manager-isnt-enough" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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 research shows that without a comprehensive coaching culture, these efforts fail to create lasting organizati... AS Alex Simmons Author March 17, 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 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. #### Research Shows Coaching’s Impact: - 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) - 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 360 reviews, Hogan assessments, and leadership diagnostics - 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How Coaching Helps Managers Overcome Imposter Syndrome & Lead with Confidence | Boon Blog | Boon" description: "Imposter syndrome fuels burnout—coaching helps managers develop confidence, trust their leadership, and thrive." source: "https://www.boon-health.com/learn/blog/how-coaching-helps-managers-overcome-imposter-syndrome-lead-with-confidence" -------------------------------------------------------------------------------- Back to Blog Professional Growth # How Coaching Helps Managers Overcome Imposter Syndrome & Lead with Confidence Imposter syndrome fuels burnout—coaching helps managers develop confidence, trust their leadership, and thrive. AS Alex Simmons Author March 3, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How Companies Can Scale Leadership Growth Without Burning Out Their Teams | Boon Blog | Boon" description: "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..." source: "https://www.boon-health.com/learn/blog/how-companies-can-scale-leadership-growth-without-burning-out-their-teams" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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... AS Alex Simmons Author March 17, 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 (Not Just a Program) 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 coaching and mental well-being support for all employees (Boon Scale). ✅ Ongoing leadership workshops and peer coaching (Boon Together). ### 3. Make Leadership Development Optional, Not Mandatory 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "The business case for coaching | Boon Blog | Boon" description: "Build executive buy-in with this business case for coaching template. Show ROI, improve retention, and scale leadership coaching effectively." source: "https://www.boon-health.com/learn/blog/the-business-case-for-coaching" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author October 16, 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. # 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. ## The business case for coaching 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. Research shows: - Learners forget 75% of training within six days if not applied. - Online leadership training has 5–15% completion rates. - 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 ## 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 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 coaching” V3 (1)Download ## Newsletter ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "The Boon Advantage: How Business Coaching Unlocks Team Potential | Boon Blog | 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. Meanwhile, the rest of the team—those actually doing the work—are left to figure it out alone." source: "https://www.boon-health.com/learn/blog/the-boon-advantage-how-business-coaching-unlocks-team-potential" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author April 24, 2025 Published 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. 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Resilience as a Metric | Boon Blog | Boon" description: "Measuring resilience offers insights into employee well-being and informs targeted support strategies." source: "https://www.boon-health.com/learn/blog/resilience-as-a-metric" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Resilience as a Metric Measuring resilience offers insights into employee well-being and informs targeted support strategies. AS Alex Simmons Author December 3, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Great Managers Use the Whole-Manager Approach | Boon Blog | Boon" description: "Great managers don’t just lead teams—they lead themselves first with emotional intelligence and resilience." source: "https://www.boon-health.com/learn/blog/great-managers-use-the-whole-manager-approach" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Great Managers Use the Whole-Manager Approach Great managers don’t just lead teams—they lead themselves first with emotional intelligence and resilience. AS Alex Simmons Author February 9, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Burnout Isn’t Normal: How Employers Can Get Ahead of It | Boon Blog | Boon" description: "Prevent burnout by promoting work-life balance, recognizing stress signs, and providing mental health resources." source: "https://www.boon-health.com/learn/blog/burnout-isnt-normal-how-employers-can-get-ahead-of-it" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author June 12, 2024 Published Let’s get honest about burnout for a moment. Burnout has become such a staple in our vocabulary that it can often be viewed as an inevitable consequence of existing in the modern workforce. But when it rears its ugly head at an organization, it’s almost always bad news for everyone involved. An insidious sort of productivity vampire, burnout sucks the life out of employees and drives up costs for employers. It can be prevalent among workforces, sometimes without us even knowing it. Employers may discover its presence too late when high-performers lose steam or quit. ## The Wider Stats Are Alarming - 77% of workers feel burned out. - Burnout can eat up 20% of payroll budgets. - 72% of employees are dealing with stress, anxiety, and burnout. Through our performance management work with over 100 organizations across numerous industries, Boon’s coaches have repeatedly concluded that happy, healthy employees translate to more productive and innovative workplaces. But too many companies—those that aren’t utilizing consistent, custom solutions like personalized coaching at scale—are missing the mark when seeking to combat burnout. They offer quick fixes instead of tackling the real issues, like stress management and unsteady professional growth. ## The Need for A Better Solution to Burnout is Clear Consider how stress and burnout are impacting your employee lifecycle and overall results: - 83% of U.S. workers stress about work, costing up to $300B in lost productivity. - 59% of employees consider their mental health crucial when considering new jobs. So what’s this solution? You need to know what’s going on with your employees' mental well-being. They might need help addressing what’s ailing them from both a personal and professional perspective. What are your employees feeling, and how can you quantify their struggles?  Once you have this data, you can consider implementing solutions or programs that promise long-standing effects instead of offering superficial “benefits” that cover up the issue.  ## Boon Exists to Help Answer All These Questions And to assist you in forming the right long-term solutions. By personalizing solutions for each employee, Boon coaches help tackle the specific personal and professional challenges holding your employees back individually and probably your organization in aggregate. After the right number of Boon sessions (often ten or more), employees almost always report improved resilience, productivity, and job satisfaction. With our custom monthly trend reports, high-level company challenges (and progress against them) are also anonymously shared with employers to help provide you with a bird’s-eye view of your workforce's emotional health and professional engagement. From there, you can decide if or when to take action and how to form new programs or initiatives to address common roadblocks to organizational goals. (You can also let our coaches continue to work with your people, helping them to reach their full potential.) That’s all great for us to claim, but The Boon Effect has also been well-documented. Here are some results from over 50,000 coaching sessions (and counting): - 85% of employees feel more resilient after coaching - 82% of Boon users increase productivity - $3 return for every $1 spent on Boon’s coaching "The ability to leverage the sessions for either personal or professional coaching has led to overwhelming positive responses and feedback from our employees." - Kerry Shaw, Senior Vice President, People & Culture, The Mars Agency. ## See How it Works: Hear From Our Coaches As part of our monthly webinar series, a panel of Boon coaches discussed how to target workplace stressors to reduce burnout. You can listen in on that talk here. And when you’re ready to talk about how Boon can help with your unique challenges — we’re always around 👇 Newsletter ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Why High Performers Burn Out (and How to Prevent It) | Boon Blog | 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. 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,..." source: "https://www.boon-health.com/learn/blog/why-high-performers-burn-out-and-how-to-prevent-it" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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,... AS Alex Simmons Author May 21, 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. 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Introducing the 5 Stages of People Development Maturity | Boon Blog | Boon" description: "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." source: "https://www.boon-health.com/learn/blog/introducing-the-5-stages-of-people-development-maturity" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author July 2, 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. ### Common traits: - 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. ### Common traits: - 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. ### Common traits: - 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. ### Common traits: - 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How to Improve Onboarding Results with Personalized Coaching at Scale | Boon Blog | Boon" description: "Personalized coaching enhances onboarding by clarifying roles, customizing training, and setting realistic expectations." source: "https://www.boon-health.com/learn/blog/how-to-improve-onboarding-results-with-personalized-coaching-at-scale" -------------------------------------------------------------------------------- Back to Blog Professional Growth # How to Improve Onboarding Results with Personalized Coaching at Scale Personalized coaching enhances onboarding by clarifying roles, customizing training, and setting realistic expectations. AS Alex Simmons Author November 3, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Leadership Coaching: How It Helps Achieve Your 2025 Goals | Boon Blog | Boon" description: "Discover how leadership coaching empowers leaders to achieve their 2025 goals with clarity and resilience." source: "https://www.boon-health.com/learn/blog/leadership-coaching-how-it-helps-achieve-your-2025-goals" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Leadership Coaching: How It Helps Achieve Your 2025 Goals Discover how leadership coaching empowers leaders to achieve their 2025 goals with clarity and resilience. AS Alex Simmons Author January 21, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Leadership Skill Gaps | Boon Blog | Boon" description: "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 p..." source: "https://www.boon-health.com/learn/blog/leadership-skill-gaps" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Leadership Skill Gaps 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 p... AS Alex Simmons Author September 8, 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-LOne-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 research shows teams that receive regular, high-quality feedback are 43% more productive. - 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. 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. Download the free playbook for managers here! Newsletter ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resili -------------------------------------------------------------------------------- title: "Employee Growth Strategy: Insights from 2024 to Shape Your 2025 Approach | Boon Blog | Boon" description: "AI-driven changes highlight the need for human-centric employee growth strategies focused on resilience and personalization." source: "https://www.boon-health.com/learn/blog/employee-growth-strategy-insights-from-2024-to-shape-your-2025-approach" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author December 18, 2024 Published As we close the chapter on 2024, one theme remains clear: employee growth strategies are evolving to meet the demands of an AI-driven, fast-changing workplace. Organizations that prioritized whole-person development and human-centric leadership thrived, while others struggled to adapt to emerging trends. In 2025, successful organizations will focus on empowering employees through holistic, personalized strategies that align personal aspirations with professional growth. Let’s explore the key lessons from 2024 and actionable strategies to shape a stronger, future-ready employee growth strategy. ### Key Trends and Insights #### 1. The Era of AI Requires Human-Centric Leadership AI tools reshaped workflows in 2024, automating repetitive tasks and enabling employees to focus on creative and strategic work. However, leaders found it challenging to balance rapid technological change with maintaining purpose and connection across their teams. Action: Equip leaders to embrace technology while fostering empathy, creativity, and collaboration. Boon’s Edge: Boon’s coaching develops leaders with a strategic vision while strengthening the human skills—communication, emotional intelligence, and adaptability—needed to lead in an AI-enhanced workplace. #### 2. A Holistic Approach to Employee Development With AI handling routine tasks, employees craved growth opportunities that aligned with their personal values and long-term goals. Therefore, organizations that integrated professional and personal development retained top talent and fostered greater loyalty. Action: Offer whole-person development programs that address professional challenges while nurturing personal well-being. Boon’s Edge: Boon’s 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 frameworks feel outdated. As a result, many organizations struggled to keep goals aligned across distributed teams as priorities shifted. Action: Implement goal-setting frameworks that adapt to changing circumstances while keeping teams focused on core objectives. Boon’s Edge: Through personalized coaching, leaders learn to set clear, adaptable goals that motivate and inspire teams to perform at their best. #### 4. Resilience as a Core Competency Uncertainty, AI disruption, and the rapid pace of change highlighted resilience as an essential skill for leaders and teams. The emotional toll of stress and fear of displacement emphasized the need for emotional agility and coping skills. Action: Build resilience through personalized coaching and mental well-being initiatives. Boon’s Edge: Boon’s coaching equips employees to navigate uncertainty with confidence, fostering long-term resilience and adaptability. #### 5. Personalization at Scale In an AI-influenced world, employees expect tailored support and individualized growth opportunities. Personalization is no longer optional—it’s the expectation. Action: Leverage 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 that meet the needs of employees at scale. #### 6. Data-Driven Insights Drive Decision-Making Organizations gained access to richer employee data through AI-powered tools. However, HR leaders needed meaningful analysis to turn insights into actionable strategies for development and engagement. Action: Use coaching data to identify organizational challenges, strengths, and opportunities. Boon’s Edge: Boon provides data-driven insights that empower HR leaders to measure coaching impact and make informed decisions to refine employee growth strategies. ### Actionable Strategies for 2025 #### 1. Equip Leaders for Human-Centric Leadership - Invest in coaching to develop empathy, creativity, and collaboration alongside technical skills. - Train leaders to manage hybrid teams effectively while navigating AI-driven workflows. #### 2. Create a Resilient Workforce - Focus on emotional agility to help employees adapt confidently to AI-driven change. - Address stress, burnout, and fear of displacement with tailored coaching programs. #### 3. Personalize Professional Development - Integrate scalable coaching solutions that offer customized support using AI-driven tools. - Combine human coaching with digital platforms for seamless, individualized development. #### 4. Leverage Insights from Coaching Data - Analyze themes and patterns from coaching to uncover organizational challenges. - Use insights to refine leadership programs and employee engagement strategies. ### Why a Holistic Approach Matters in 2025 As AI continues to transform work, the need for human connection and growth is stronger than ever. Employees want more than professional advancement—they seek purpose, balance, and personalized support to thrive. At Boon, we believe that a holistic approach to employee development is the key to long-term success. Our coaching programs empower employees to grow personally and professionally, helping leaders and teams unlock 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Leading Without Burning Out: Self-Care Strategies for Managers | Boon Blog | Boon" description: "Burnout drains leadership impact—great managers prioritize self-care to lead with energy, clarity, and confidence." source: "https://www.boon-health.com/learn/blog/leading-without-burning-out-self-care-strategies-for-managers" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author February 25, 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, Not Just Time 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Data-Backed Ways to Build Resilience | Boon Blog | Boon" description: "Personalized coaching enhances employee resilience, leading to higher engagement and reduced absenteeism." source: "https://www.boon-health.com/learn/blog/data-backed-ways-to-build-resilience" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Data-Backed Ways to Build Resilience Personalized coaching enhances employee resilience, leading to higher engagement and reduced absenteeism. AS Alex Simmons Author July 23, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Building Goal-Setting Frameworks That Drive Results and Engagement | Boon Blog | Boon" description: "Learn how to build goal-setting frameworks that align teams, boost engagement, and drive measurable results." source: "https://www.boon-health.com/learn/blog/building-goal-setting-frameworks-that-drive-results-and-engagement" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author January 21, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "OKRs vs. SMART Goals: Which Framework is Right for Your Team? | Boon Blog | Boon" description: "Explore the differences between OKRs and SMART goals to find the best framework for your team." source: "https://www.boon-health.com/learn/blog/okrs-vs-smart-goals-which-framework-is-right-for-your-team" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author January 21, 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. Example: - 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Goal-Setting Pitfalls in 2025 and How to Avoid Them | Boon Blog | Boon" description: "Learn how to avoid goal-setting pitfalls and achieve success in 2025 with practical strategies." source: "https://www.boon-health.com/learn/blog/goal-setting-pitfalls-in-2025-and-how-to-avoid-them" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author January 21, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "3 Things To Remember When Promoting or Hiring New Managers | Boon Blog | Boon" description: "Encourage delegation, protect time boundaries, and set realistic goals to support new managers' transitions." source: "https://www.boon-health.com/learn/blog/3-things-to-remember-when-promoting-or-hiring-new-managers" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 3 Things To Remember When Promoting or Hiring New Managers Encourage delegation, protect time boundaries, and set realistic goals to support new managers' transitions. AS Alex Simmons Author August 6, 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. 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How to Prepare For Your Coaching Session | Boon Blog | Boon" description: "Maximize coaching by setting clear objectives, being open to feedback, and engaging actively." source: "https://www.boon-health.com/learn/blog/how-to-prepare-for-your-coaching-session" -------------------------------------------------------------------------------- Back to Blog Professional Growth # How to Prepare For Your Coaching Session Maximize coaching by setting clear objectives, being open to feedback, and engaging actively. AS Alex Simmons Author June 9, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Distressed Employees? Try Resilience Training | Boon Blog | Boon" description: "Implement resilience training to enhance coping mechanisms and reduce workplace stress." source: "https://www.boon-health.com/learn/blog/distressed-employees-try-resilience-training" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Distressed Employees? Try Resilience Training Implement resilience training to enhance coping mechanisms and reduce workplace stress. AS Alex Simmons Author July 31, 2019 Published Depressed employees are up to five times more likely to experience work-related problems than employees with chronic physical illnesses. So why aren't employers helping them? asks Ashley Whillans. Every year, depression affects one in every five employees and costs American businesses $210 billion in medical bills and lost productivity. In fact, for every worker with a depressive disorder, a company loses an average of 32 productive workdays per year. Depressed employees are also four to five times more likely to experience work-related problems than employees with chronic physical illnesses like diabetes or heart disease. ## Why Don't Companies Help Distressed Workers? “There’s a silence around this issue at many companies,” says Harvard Business School Assistant Professor Ashley V. Whillans. “We need to stop trying to paint this picture of the perfect employee who never needs help.” Whillans studies how people navigate trade-offs between time and money. She recently co-wrote a forthcoming article for the International Journal of Human Resource Management, "Improving Resilience Among Employees High in Depression, Anxiety, and Workplace Distress" (pdf). This article shows that a workplace-based wellness program can help employees suffering from mental health issues. ## A Potential Solution: Resilience Training Previous research shows that workplace depression and anxiety can be reduced by coaching employees to increase their resilience and the ability to maintain good mental health despite psychological or physical setbacks. In fact, one study found that over two months, a business-initiated resilience program resulted in a significant reduction in presenteeism (employees working while sick), which led to a company gain of $1,846 per person in terms of greater productivity, the journal article says. While some workers suffer from depression or anxiety on an ongoing basis, others have tough spells only occasionally, often triggered by significant life transitions—a new job, a sick parent, a partner’s layoff, or a return to work after maternity leave, Whillans says. “Most employees will go about their day-to-day lives and be fine most of the time,” Whillans says. “But when we face unexpected stressors in our lives, that’s when we need to have skills to cope. And it’s when workplaces need to make sure employees are getting the help they need.” ## Stressed-out Workers Seek Online Tools Whillans explored whether an internet-based platform called Happify, which coaches people to increase their resilience levels, might be an effective solution for companies. She co-wrote the journal article with HBS doctoral student Grace Cormier and three Happify employees. These employees were Allison L. Williams, Acacia C. Parks, and Julia Stafford. Happify, which funded the research, competes in an increasingly crowded digital health space. In this space, technology helps users combat mental health disorders by relaxing, meditating, and completing other mind-calming exercises. Competitors include meQuilibrium, Headspace, Big Health, and myStrength. ### Researching Resilience Company Happify The research team conducted an eight-week study. First, new users were selected from the Happify platform. These included users employed full-time and reporting high levels of clinical depression or anxiety. Users also experiencing workplace distress with signs of presenteeism or burnout were considered. #### Three Research Groups One group was given full access to the Happify platform, which offers techniques developed by therapists in positive psychology, cognitive-behavioral therapy, as well as mindfulness and meditation-based stress reduction. This first group logged in to complete various activities and games at least twice per week. This showed them how to savor the present moment, block negative thoughts, express gratitude, set goals, emphasize their strengths, give to others, and empathize with their troubles through self-compassion. A second group was given educational materials about improving their mental well-being. This was the equivalent of handing people a self-help book. A third group included people who signed up for the Happify program but didn’t end up using it much. Participants in the three groups were asked about their symptoms at the beginning and end of the eight-week study. To measure depression levels, people were asked how often they felt down, hopeless, or tired. Anxiety symptoms were measured by asking people how frequently they felt nervous, anxious, or on edge. #### Measuring the Research To measure presenteeism, participants were asked how often they were unable to concentrate on their jobs or how frequently they delayed starting new projects at work because of stress. People were also asked whether they agreed with statements like “I feel burned out from work.” Based on these answers, the research team assigned participants different resilience scores. #### The Results The first group of workers with clinical depression and anxiety who regularly completed the training activities saw a 25 percent boost in resilience. This is much higher than the second group that was provided reading materials. They only saw a 14.8 percent increase. Meanwhile, the group that didn’t use Happify much or at all saw an 11 percent increase in resilience. Among workers with high workplace distress, people who used Happify saw a 20.9 percent increase in resilience. This is much more than both the psychoeducation group, which saw an 11.6 percent increase, and the group that didn’t use Happify, which saw only a 6.3 percent increase. The Bottom-Line All in all, the results show these resilience programs can help many employees feel better. “I do think that the effects are striking,” Whillans says. “All employees benefit from these programs, but those at risk of depression, anxiety, and workplace distress benefit the most. I would think these programs would be beneficial to employees who work very stressful jobs.” ### Benefits of Asynchronous Counseling Technology-based therapy has certain advantages over other employee services, such as in-person counseling. Online programs allow employees to keep their identities hidden. Many workers shy away from seeking workplace-based therapy, fearing their careers could be negatively impacted. Plus, tech tools enable users to log in on their smart devices whenever it is convenient for them. “It’s a big commitment to take time off work to go see a therapist, with the logistics of an hour-long appointment, time getting there and back, time in the waiting room. A lot of people don’t feel like they have that time,” Parks says. “This technology is not meant to replace in-person therapy, but because we know therapy can’t reach everyone it needs to, these types of online programs could be a good alternative or a supplement.” #### Markedly High Participation Online programs may encourage higher participation rates than special events that companies organize to spur relaxation. For example, a bag lunch get-together or an ice cream social might not be popular with introverted employees. Weekly yoga classes held during office hours might sound appalling to self-conscious workers. “Moving the needle on workplace wellbeing may sound simple, but it can be hard to get employees to get involved,” Whillans says. “Managers need to be deliberate and thoughtful about what they offer. It’s not enough to put a ping-pong table in the office and expect your culture to change and your employees to relax at work.” ## How Companies Can Encourage Employee Wellness ### A Variety to Choose From She says companies should consider wellness programs that give workers a variety of choices so they can pick the activit -------------------------------------------------------------------------------- title: "The Hidden Cost of Pretending You’re Fine | Boon Blog | Boon" description: "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..." source: "https://www.boon-health.com/learn/blog/the-hidden-cost-of-pretending-youre-fine" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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... AS Alex Simmons Author May 21, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Men and Loneliness | Boon Blog | Boon" description: "Address male loneliness by encouraging open conversations and building supportive social networks." source: "https://www.boon-health.com/learn/blog/men-and-loneliness" -------------------------------------------------------------------------------- Back to Blog Personal Growth # Men and Loneliness Address male loneliness by encouraging open conversations and building supportive social networks. AS Alex Simmons Author November 14, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Pronouns in the Workplace | Boon Blog | Boon" description: "Promote inclusivity by respecting pronouns, fostering open dialogue, and implementing supportive policies." source: "https://www.boon-health.com/learn/blog/pronouns-in-the-workplace" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Pronouns in the Workplace Promote inclusivity by respecting pronouns, fostering open dialogue, and implementing supportive policies. AS Alex Simmons Author December 8, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "3 Ways to Be a Better Communicator | Boon Blog | Boon" description: "Enhance communication by practicing active listening, ensuring clarity, and fostering open, empathetic dialogues." source: "https://www.boon-health.com/learn/blog/3-ways-to-be-a-better-communicator" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 3 Ways to Be a Better Communicator Enhance communication by practicing active listening, ensuring clarity, and fostering open, empathetic dialogues. AS Alex Simmons Author June 12, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How to Get More Time Back in Your Day | Boon Blog | Boon" description: "Reclaim time by prioritizing tasks, minimizing distractions, and delegating responsibilities effectively." source: "https://www.boon-health.com/learn/blog/how-to-get-more-time-back-in-your-day" -------------------------------------------------------------------------------- Back to Blog Professional Growth # How to Get More Time Back in Your Day Reclaim time by prioritizing tasks, minimizing distractions, and delegating responsibilities effectively. AS Alex Simmons Author March 20, 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 and mental well-being 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Progress Pillars: Mapping Out Small and Large Goals | Boon Blog | Boon" description: "Achieve goals by setting incremental milestones, celebrating small victories, and maintaining a mastery mindset." source: "https://www.boon-health.com/learn/blog/progress-pillars-mapping-out-small-and-large-goals" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Progress Pillars: Mapping Out Small and Large Goals Achieve goals by setting incremental milestones, celebrating small victories, and maintaining a mastery mindset. AS Alex Simmons Author August 16, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Going for the Goal: Setting the Tone for the Year Ahead | Boon Blog | Boon" description: "Achieve annual objectives by setting SMART goals, tracking progress, and celebrating milestones." source: "https://www.boon-health.com/learn/blog/going-for-the-goal-setting-the-tone-for-the-year-ahead" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Going for the Goal: Setting the Tone for the Year Ahead Achieve annual objectives by setting SMART goals, tracking progress, and celebrating milestones. AS Alex Simmons Author January 16, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Resilience During Transitions | Boon Blog | Boon" description: "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." source: "https://www.boon-health.com/learn/blog/resilience-during-transitions" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author August 24, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Taking Ownership of Your Career Journey | Boon Blog | Boon" description: "Empower your career by setting clear goals, seeking feedback, and embracing continuous learning opportunities." source: "https://www.boon-health.com/learn/blog/taking-ownership-of-your-career-journey" -------------------------------------------------------------------------------- Back to Blog Professional Growth # Taking Ownership of Your Career Journey Empower your career by setting clear goals, seeking feedback, and embracing continuous learning opportunities. AS Alex Simmons Author June 17, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Self-Care Summer: 10 Tips for Unplugging and Nurturing Your Well-Being | Boon Blog | Boon" description: "Enhance well-being by setting boundaries, practicing mindfulness, and scheduling regular self-care activities." source: "https://www.boon-health.com/learn/blog/self-care-summer-10-tips-for-unplugging-and-nurturing-your-well-being" -------------------------------------------------------------------------------- Back to Blog Personal Growth # 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. AS Alex Simmons Author July 30, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Reflection by Boon Coach Tricia Gehl | Boon Blog | Boon" description: "Insights on coaching's transformative power in fostering personal growth and organizational success." source: "https://www.boon-health.com/learn/blog/reflection-by-boon-coach-tricia-gehl" -------------------------------------------------------------------------------- Back to Blog Topical # Reflection by Boon Coach Tricia Gehl Insights on coaching's transformative power in fostering personal growth and organizational success. AS Alex Simmons Author June 12, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Tips to Keeping our Mental Health in Check in the Office | Boon Blog | Boon" description: "Maintain workplace mental health by setting boundaries, taking breaks, and seeking support when necessary." source: "https://www.boon-health.com/learn/blog/tips-to-keeping-our-mental-health-in-check-in-the-office" -------------------------------------------------------------------------------- Back to Blog Professional Growth # 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. AS Alex Simmons Author January 23, 2024 Published We spend a great deal of our lives in the office, whether in a home office or corporate setting. This is where we make our bread and butter from roughly 9 am to 5 pm five days a week. Realizing that we want to make sure this space is peaceful and clean and can even bring us joy. Also, how we spend time in these spaces can significantly affect our mental health. ## Five Tips to Keep Your Mental Health in Check During Your Daily Grind - Peaceful Work Space, Peaceful You: Keep a tidy workspace and feel the zen vibes flowing! Messy desks can be stressful and look very unprofessional. Go wild at Staples and buy designer calendars, notepads, notebooks, and organizers. Bring a few pictures of family, friends, or pets to hang up, and put everything away at the end of the day so that when you come in the next day, your workspace is a happy place. - Take Breaks: Staring at your computer for hours on end is terrible for your eyes and health. Be sure to take breaks, even tiny ones, like walking to a window and soaking up some sunshine or popping by a friend's desk for a quick check-in.  - Eat Well: Our office can often have way too many snack options provided by your employer or made by a co-worker. Try to resist scooping up a handful of jellybeans when walking by the break room. Instead, bring your snacks from home, like hummus, veggies, nuts, or even something fun like overnight oats.  - Get Outside: Whether you work at home or in the office, we all need fresh air. On your lunch break, go outside and walk around the block, or simply sit on a bench and take some deep breaths to ground yourself. Pro tip: do not look at your phone during the break. Be present with the outside world. - No Office Drama: While it may seem fun to know who is doing what, how is that serving you? Stay in your lane, and don’t get involved. It will make work less stressful and dramatic.  - Talk it Out: Speaking to someone about issues at work and in your personal life can be a huge help and help you be more productive. A life coach can be just the person you need so as not to lean too hard on office workers or friends and family for a non-biased ear. ## 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How Election Stress Impacts Your Workplace | Boon Blog | Boon" description: "Address political stress through open dialogue, personalized support, and fostering psychological safety." source: "https://www.boon-health.com/learn/blog/boon-blog-election-stress" -------------------------------------------------------------------------------- Back to Blog Topical # How Election Stress Impacts Your Workplace Address political stress through open dialogue, personalized support, and fostering psychological safety. AS Alex Simmons Author July 4, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "3 Years of the "Boon Effect" | Boon Blog | Boon" description: "Reflecting on three years of personalized coaching, enhancing employee resilience, and fostering organizational growth." source: "https://www.boon-health.com/learn/blog/3-years-of-the-boon-effect" -------------------------------------------------------------------------------- Back to Blog Topical # 3 Years of the "Boon Effect" Reflecting on three years of personalized coaching, enhancing employee resilience, and fostering organizational growth. AS Alex Simmons Author June 20, 2023 Published We first launched our Boon Effect in May 2020 with a vision: to create the most accessible mental well-being platform for employees, emphasizing daily challenges over crisis intervention. Now, as we celebrate our 3rd anniversary, we've evolved significantly. We've learned a ton, shifted our business assumptions, and now collaborate with nearly 100 businesses across 20 countries, with more than 200 vetted and certified coaches on our platform. ## The Boon Effect Is Shaping Our Future As we continue to scale, here are five key learnings and predictions that will shape the future of Boon and the broader landscape of employee growth. ### Personalization is EVERYTHING. Each employee is on their journey, requiring tailored solutions for unique challenges. “One size fits all” solutions are a thing of the past. We've built a tech-enabled platform at Boon that leverages a very human-centric approach to personalizing experiences. #### Prediction AI will never replace the value of 1:1 human interaction between a coach and a client. However, AI will increasingly augment our human-centric coaching model, enhancing personalization and making a transformational impact. ### We Crave Human Connection More Than Ever With remote and hybrid work becoming the norm, people desire human connection more than ever. Safe spaces for open discussions about our personal and professional lives are vital. In my day-to-day life, I consistently work with a therapist and a coach. I get a ton of value out of having nonjudgmental third parties that I can turn to for support. #### Prediction As technology becomes more prevalent and self-care continues to destigmatize, this trend will only accelerate. ### HR is the Most Understaffed Resource Within an Organization As companies expect more from their HR and people teams, we consistently find most HR teams are under-resourced and overwhelmed, especially in rapidly scaling SMBs. HR leaders and managers aren't formally trained to deal with employee issues like professionals, but they are expected to have all the answers. #### Prediction As personal and professional growth become more significant organizational priorities, we anticipate a surge in the demand for external partners like Boon. These partners can provide specialized support, reduce the load on HR teams, and enhance employee experience. The role of HR will also evolve, becoming more strategic and less transactional, with a focus on leveraging partnerships to drive employee growth and well-being. ### The Intersection Between Personal and Professional Is More Prevalent Now Than Ever It's increasingly difficult to separate our work lives from our individual lives. Today, employees seek an integrated solution for personal and professional growth. #### Prediction Personalization, as mentioned above, will play a crucial role in addressing this trend. ### The "Boon Effect" Is Real I was talking to one of our customers a few weeks ago, and in the middle of the call, they said, “I actually don’t know what we would do without Boon right now.” Our stats speak for themselves: high utilization rates, improved productivity, resilience, employee retention, and overall culture. But the heart of Boon lies in the stories we hear, our service's virality across organizations, and our ability to truly integrate with HR teams. We call this the "Boon Effect." #### Prediction This is a new term that we coined in 2023. We'll all know what the Boon Effect means a year from now :) ## Reflection - Looking back at our journey, I am filled with pride and gratitude for what we've accomplished thus far at Boon and the team we've built to do so. We are still just scratching the surface, and I've never been more optimistic about the opportunities that lie in front of us and Boon's position in the market to take advantage of those opportunities. Onward. ## 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Boon Turns 4! | Boon Blog | Boon" description: "Celebrating four years of advancing employee well-being through personalized coaching and innovative mental health solutions." source: "https://www.boon-health.com/learn/blog/boon-turns-4" -------------------------------------------------------------------------------- Back to Blog Topical # Boon Turns 4! Celebrating four years of advancing employee well-being through personalized coaching and innovative mental health solutions. AS Alex Simmons Author May 28, 2024 Published ## Boon Turns 4 Today I recently had my second kid a few months ago. But my wife and I joke that Boon was our first baby. Founders out there, I’m sure you can relate. In May 2020, we set out with a bold vision to revolutionize the way businesses support their employees' mental well-being through personalized coaching at scale. Interestingly, in a time when mental health was brought more and more to the forefront throughout COVID, our customers continued to see Boon LESS as a mental health resource and more as a professional growth tool. I love to describe Boon as sitting at the intersection between mental well-being and professional development, or “performance management for the whole human.” I'm incredibly proud of how far we've come, and I could have never imagined the ways in which our value prop would evolve. We now partner with over 100 businesses across 30 countries. Boon offers support through a network of 200+ ICF-accredited coaches. Our model of supporting the whole human represents the future of coaching and growing your people in the workplace more broadly. Here are a few reflections that will continue to shape Boon and the employee growth landscape in the years to come: ## ** - The Integration of Mental Well-being and Skill Development** I’m stressed and anxious daily. Most of that has to do with my concerns about managing my team more effectively, navigating a difficult conversation, being a good leader, etc. Most employees have their version of that story. Our clients no longer view personal and professional skill development as separate entities. Boon has pioneered an integrated delivery model that addresses both aspects simultaneously. This leads to more holistic employee development. Prediction: Vendor consolidation is everywhere. Companies will continue to seek integrated solutions that address the full spectrum of employee needs. They recognize that mental well-being is foundational to professional growth. ## ** - Extension of People Ops / L&D Across All Phases of the Employee Experience** Boon has become the right arm of People Ops and L&D teams across all phases of the employee lifecycle, from recruiting and onboarding to manager development, retention, and exit. This comprehensive support ensures employees receive consistent and personalized attention at every stage. Prediction: Companies will increasingly adopt models that provide seamless HR support throughout the entire employee journey, enhancing engagement and satisfaction. ## 3. AI is here in a big way We’ve already started to see the wide-ranging possibilities of AI's potential impact on coaching. From hyper-personalized coaching experiences to more refined customer insights and recommendations, we are seeing endless use cases for how AI can benefit the customer growth journey. Prediction: The use of AI in employee support will become more sophisticated. This will enable companies to address challenges before they become critical, thus maintaining a healthier and more productive workforce. ## 4. It all starts with the managers Leadership development is no longer a one-size-fits-all approach. At Boon, we've customized leadership programs to cater to the diverse needs of leaders at different stages of their careers, fostering more effective and empathetic leadership. If you are thinking about investing in these kinds of resources for your people, managers are the place to start. Their ripple effect across the organization is massive. Prediction: Tailored leadership development programs will be critical in cultivating leaders who can adapt to the evolving needs of their teams and organizations. ## ** - Shift from “wellness” to “how can I get the most out of my people?”** We are no longer in the Zirp-era of “What is the latest and greatest wellness benefit that I can add to our laundry list of benefits?” Conversations have shifted toward what is actually impacting the bottom line. Are my people actually using this? And is it actually demonstrating positive ROI? Boon's approach has deeply resonated with customers. We are consistently the most highly leveraged benefit at the organization. We show tangible improvements in productivity and ability to lead more effectively. Prediction: We will see continued scrutiny of P&L impact and an increased focus on holistic employee support, integrating personal and professional development to drive overall success. ## 6. Embracing the Power of Community Community-building within organizations is essential for fostering a sense of belonging and support. It has never been more accurate in this remote/hybrid world in which so many companies operate. Boon has been instrumental in creating communities where employees can share experiences and grow together. Prediction: The future of employee growth will increasingly focus on creating strong, supportive communities within workplaces, enhancing collaboration and collective well-being. ## 7. The Boon Effect is Stronger than Ever Our clients frequently highlight the significant impact Boon has on their organizations. From improved productivity and resilience to enhanced employee retention and culture, the "Boon Effect" is undeniable. Prediction: As we continue to integrate deeply with HR teams and provide more dynamic personalized growth experiences for employees, the Boon Effect will become widely recognized as a benchmark for organizational success. I'm filled with so much pride and gratitude for our dedicated team and the incredible clients we serve. We are only scratching the surface of what's possible, and I'm more optimistic than ever about Boon's future and our potential to drive meaningful change in the workplace. Onward. ## Schedule a Demo** to learn more about how coaching can help you better manage your time**. Newsletter ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Be Kind To Yourself. Be Kind To Others. It Heals Communities. | Boon Blog | Boon" description: "Foster community healing through self-compassion and extending kindness to others." source: "https://www.boon-health.com/learn/blog/be-kind-to-yourself-be-kind-to-others-it-heals-communities" -------------------------------------------------------------------------------- Back to Blog Personal Growth # Be Kind To Yourself. Be Kind To Others. It Heals Communities. Foster community healing through self-compassion and extending kindness to others. AS Alex Simmons Author December 18, 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Suicide Prevention Awareness Month | Boon Blog | Boon" description: "Recognize suicide warning signs, offer support, and connect individuals with appropriate resources." source: "https://www.boon-health.com/learn/blog/suicide-prevention-awareness-month" -------------------------------------------------------------------------------- Back to Blog Topical # Suicide Prevention Awareness Month Recognize suicide warning signs, offer support, and connect individuals with appropriate resources. AS Alex Simmons Author September 6, 2023 Published Be gentle with yourself, and while reading this blog post, if you feel like you need support, call or text 988 or chat at 988lifeline.org to reach a 988 Suicide & Crisis Lifeline. You Matter. There can be tension while walking in the current moment, hoping and dreaming for the future, and wanting to heal from the past. How do we notice when someone else is wrestling with these emotions? How do we become more aware of their struggles and compassionately reach out and support them? That’s the tension we must face when trying to help others navigate difficult seasons. It’s essential to approach the topic of mental health and suicide prevention with compassion and understanding. Each person’s journey is unique, and showing empathy can make a significant difference. Sometimes, all it takes is a simple act of kindness or a willingness to listen without judgment. ## Do you Know the Signs? Recognizing the signs of mental distress and reaching out to offer support can be challenging, but it’s vital. If you notice someone experiencing excessive worry, sadness, mood swings, or unusual behavior changes, it’s crucial to let them know you’re there for them. A kind gesture, a caring conversation, or helping them connect with mental health resources can be a lifeline. According to the National Alliance on Mental Illness (NAMI), trying to tell the difference between what expected behaviors are and what might be the signs of a mental illness isn’t always easy. ### Here are some other common signs of mental illness in adolescents and adults: - Confused thinking or problems concentrating and learning - Prolonged or intense feelings of irritability or anger - Avoiding friends and social activities - Difficulties understanding or relating to other people - Changes in sleeping habits or feeling tired and low energy - Overuse of substances like alcohol or drugs - Inability to carry out daily activities or handle daily problems and stress For a complete list, please visit www.nami.org. ## Creating a Dialog for Mental Health and Well-being Promoting mental wellness involves creating a safe and open environment for conversations about mental health. By eliminating the stigma surrounding mental health issues, we can encourage individuals to seek help without feeling ashamed. Providing information about available resources, such as therapy, hotlines, and support groups, can empower people to take steps towards their well-being. Understanding the role of the community is also paramount in suicide prevention. A network of individuals who are attuned to each other’s well-being can form a safety net against the challenges that life may bring. By fostering connections and building relationships, we can strengthen our collective resilience. ## Suicide Prevention Takeaways As we observe Suicide Prevention Month, let’s remember that every action, no matter how small, can have a ripple effect of hope and healing. A kind word, a listening ear, or simply being there for someone can make a world of difference. If you’re struggling or if you know someone who is, don’t hesitate to reach out for help. You are not alone, and your feelings are valid. In memory of those we have lost and in support of those who continue to fight, let’s come together as a community to raise awareness, provide support, and work towards a world where every individual’s mental health matters. Remember, you matter, your feelings matter, and seeking help is a sign of strength, not weakness. 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 Prevention Crisis Lifeline. We can all help and offer support by talking about mental illness, offering support, and sharing resources like these with those we love: - 988 Suicide and Crisis Hotline: https://988lifeline.org/ - National Alliance on Mental Health (NAMI)i Hotline: https://www.nami.org/help - SAMHSA: https://www.samhsa.gov/tribal-ttac - Crisis Text Line: https://www.crisistextline.org/ - The Trevor Project: https://www.thetrevorproject.org/ - RAINN: https://www.rainn.org/ - National Institute of Mental Health (NIMH): https://www.nimh.nih.gov/ - U.S Dept of Veterans Affairs: https://www.mentalhealth.va.gov/suicide_prevention/ - National Guard: https://www.nationalguard.mil/Resources/Suicide-Prevention/ - National Action Alliance for Suicide Prevention: https://theactionalliance.org/ - Youth.Gov: https://youth.gov/youth-topics/youth-suicide-prevention - American Association of Suicidology (AAS): https://suicidology.org/ - American Foundation for Suicide Prevention (AFSP): https://afsp.org/ - Suicide Awareness Voices of Education (SAVE): https://save.org/ - The Jed Foundation: https://jedfoundation.org/ - Children’s Safety Network: https://www.childrenssafetynetwork.org/ - The Society for the Prevention of Teen Suicide (SPTS): https://sptsusa.org/ - Suicide Prevention Resource Center (SPRC): https://sprc.org/ - #BeThe1To: https://www.bethe1to.com/ - CDC.Gov: https://www.cdc.gov/suicide/ ## 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. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "World Mental Health Day | Boon Blog | Boon" description: "Promote global mental health awareness by engaging in open dialogues and supporting accessible care." source: "https://www.boon-health.com/learn/blog/world-mental-health-day" -------------------------------------------------------------------------------- Back to Blog Topical # World Mental Health Day Promote global mental health awareness by engaging in open dialogues and supporting accessible care. AS Alex Simmons Author October 9, 2023 Published World Mental Health Day was born from a need to raise awareness of mental health issues around the world. The goal was to mobilize efforts to support mental health. This day provides us with an opportunity to shine a spotlight on the need to make mental health care a reality for all people worldwide. As the bedrock of our emotional well-being, mental health affects our relationships, our professional experiences, and our overall satisfaction and fulfillment. Mental health is a critical part of the human experience; why isn't it a bigger part of our day-to-day conversations? ## Why Aren’t We Talking to Each Other? Recently, I’ve had conversations about why we seem to clam up when it comes to talking about our mental well-being. Here are the themes that shook out: ### Stigma - We’ve come a long way when it comes to destigmatizing mental health, being seen as “broken,” and being discriminated against. However, being socially isolated still plays a significant role in keeping things to ourselves. - We fear the mentally ill “label” will stay with us permanently. We fear those around us will forever see us as impaired, no matter what progress we make over time. ### Fear of Judgment - Most people still carry the crippling fear that those we love and respect will view us as weak, inadequate, or unstable if we share our struggles. - We fear that if we disclose our struggles, others might pity us or treat us with kid gloves. ### Privacy - Mental health is a deeply personal and private matter for most people, and we may be uncomfortable sharing our innermost thoughts and feelings with others, even if it’s with a therapist or counselor. ### Cultural and Familial Conditioning - Cultural and familial “rules” and expectations can play a significant role in how we do or do not speak about mental wellness issues. We may have received messages early on from our families or cultures that even experiencing mental health issues is a sign of weakness. This messaging makes talking about those issues impossible, as they reinforce the trope of mental health issues as a sign of weakness. ### Concern for Professional Consequences - We’re worried about how admitting we’re struggling mentally might influence our brand in the workplace, especially if we’ve had a negative experience after doing so in the past. - Most people fear being passed over for promotions, high-profile projects, and leadership opportunities if their leaders know they are or have experienced issues with their mental wellness ### Inadequate Support Systems - Some feel that those in their circle lack empathy and might not be able to understand what they’re going through fully #### Having received some version of any of the following statements when you’ve opened up in the past: - “You just need to push those thoughts away.” - “Be grateful for what you have…there are people who are so much worse off.” - “Just perk yourself up; you’ve got this!” - “You’ll be fine; just keep going.” ### Negative Self-Talk - Deep feelings of shame make it even more challenging to seek help or share your issues openly. - Feeling that sharing with family or friends makes you a burden Coping Mechanisms - Developing coping mechanisms designed to keep mental health struggles hidden from others or don’t address root issues - Internalizing mental health struggles as a means to cope with them ## What Can We Do? I encourage you to think of this year’s World Mental Health Day as a call to action! Together, we have an opportunity to dismantle the stigmas and negative interpretations created around mental health issues. ### Don’t know where to start? Consider one of these: Initiate one conversation this week about your mental health struggles (past or present) - What would you like to share about your own experiences? - Who might you share them with? Initiate one conversation this week with someone who might be silently struggling with their mental health. It's essential to recognize that the decision to disclose or discuss mental health is deeply personal and should be made in a way that feels safe and comfortable for the individual. - How might you approach that conversation? - How will you make sure you’re offering a supportive and non-judgmental ear? - How will you follow their lead and not push them too far outside their comfort zone? **How will you do your part to undo some of the negative conditioning you’ve received around not speaking up about your mental health issues? ** ## Interested in learning more about how Boon can help you and your teams?  Boon Coach Tricia Gehl Newsletter ## Get more like this Leadership insights, coaching research, and practical frameworks delivered to your inbox. First name Last name Email* ## Ready to transform your leadership development? Discover how Boon can help your organization build resilient, effective leaders at every level. Book a Strategy CallRead More Articles We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- 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 Human Layer # The Podcast. Conversations with operators about leadership in practice. SpotifyApple PodcastsYouTube Podcast ## Ep.15: How Do You Scale Culture While Building a $10B Company? 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. September 24, 2025Boon Podcast ## 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. April 17, 2025Alex Simmons Podcast ## Ep.13: Culture, Growth, and Vulnerability Andrew Silver shares leadership lessons on scaling, emotional intelligence, and vulnerability in business growth. February 12, 2025Alex Simmons Podcast ## Ep.12: Key Strategies for Thriving Through Layoffs Chinazom Nwabueze shares strategies for resilience, mental fitness, and leadership during layoffs and change. February 9, 2025Alex Simmons Podcast ## Ep.11: Can Hybrid Work Fix Office Culture? Scott Fleszar shares insights on balancing hybrid work's flexibility with fostering engagement and strong culture. January 21, 2025Alex Simmons Podcast ## 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. October 27, 2024Alex Simmons Podcast ## 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. October 2, 2024Alex Simmons Podcast ## Ep.8: How to Foster LGBTQ Inclusivity in the Workplace Cator Sparks discusses fostering LGBTQ+ workplace inclusivity through authentic allyship, vulnerability, and meaningful action. July 25, 2024Alex Simmons Podcast ## Ep.7: Learn Amazon's Onboarding Secrets Donna Alexander shares Amazon's data-driven onboarding strategies, emphasizing personalization, cultural awareness, and key metrics. June 20, 2024Alex Simmons Podcast ## 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 18, 2024Alex Simmons Podcast ## Ep.5: Break the Stress Cycle at Work Dr. Kimberly Byrd discusses overcoming workplace stress and chaos addiction through proactive strategies and empathy. May 9, 2024Alex Simmons Podcast ## Ep.4: How to Thrive as a Manager Rumeena Bhalla discusses overcoming imposter syndrome, balancing responsibilities, and setting motivating expectations for managers. April 30, 2024Alex Simmons Podcast ## 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. April 11, 2024Alex Simmons Podcast ## Ep.2: Turn Generational Differences Into Assets Shee Shee Van Inwegen discusses bridging generational divides through psychological safety, diversity, and personalized communication. March 28, 2024Alex Simmons Podcast ## Ep.1: How to Have That Tough Talk at Work Diny Chen discusses navigating difficult workplace conversations using radical candor, empathy, and psychological safety. March 12, 2024Alex Simmons Newsletter ## Never miss an episode Get notified when new episodes of The Human Layer go live, plus leadership insights from our team. First name Last name Email* We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.1: How to Have That Tough Talk at Work | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.1: How to Have That Tough Talk at Work Episode 1March 12, 2024•24 min ## Featured Guest DC ### Diny Chen ICF-Accredited Coach Boon ## Episode Chapters 0:00Introduction2:30Dinys Journey to Coaching5:04Why Difficult Conversations Are Challenging8:20Strategies for Navigating Difficult Conversations11:44Managing Emotions During Difficult Conversations14:37Coachings Role in Conversation Navigation18:21Training Managers for Effective Communication20:29Taking Action as HR Leaders22:59Bringing Tangible Solutions to the Workplace ## Listen & Subscribe Available on your favorite podcast platforms YouTubeSpotifyApple Podcasts ## Key Takeaways 1 70% of employees avoid difficult conversations Understanding why avoidance happens is the first step to overcoming it. 2 Radical candor fosters honest dialogue Being direct while caring personally creates space for respectful challenging conversations. 3 Empathy and curiosity are essential Approaching difficult conversations with genuine interest in the other person transforms outcomes. 4 Psychological safety enables honest communication Training managers to create safe spaces helps teams navigate challenges effectively. 5 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.2: Turn Generational Differences Into Assets | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.2: Turn Generational Differences Into Assets Episode 2March 28, 2024•30 min ## Featured Guest SSVI ### Shee Shee Van Inwegen Leadership Coach Boon ## Episode Chapters 00:00Shee Shee's background03:06How Shee Shee became a multi-generational coach07:17Common challenges in a multi-generational workforce13:28How to make all generations feel supported17:00Personalizing care for diverse generations in the workplace20:07Acknowledging generational differences and having an open dialogue23:22Good things to implement into your organization25:36How to know if implementation was successful28:10The value and meaning of work for different generations ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Cultivating psychological safety at work Create environments where all generations feel safe to contribute. 2 Embracing diversity Understand why and how workplaces should embrace generational diversity. 3 Tailoring communications Adapt your generational communications approach to individual preferences. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.3: How to Overcome Limiting Beliefs and Increase Self-Awareness Episode 3April 11, 2024•28 min ## Featured Guest JS ### Jen Spainhour Leadership Coach Boon ## Episode Chapters 00:00Introduction02:06Jen's journey and background04:38Key moment that shaped her coaching06:58Limiting beliefs in the workplace10:25Limiting beliefs after COVID13:51Real-life example of Jen's coaching16:50Therapy vs. Coaching22:55How can our limiting beliefs impact others25:25Top three takeaways for overcoming limiting beliefs27:23Tool to use as a leader ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Invisible barriers to growth Understand the unconscious barriers we put in the way of our growth. 2 Practical self-awareness tools Learn techniques for cultivating self-awareness and interrupting negative thoughts. 3 Creating safe environments How to create safe environments for employee growth. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.4: How to Thrive as a Manager | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.4: How to Thrive as a Manager Episode 4April 30, 2024•30 min ## Featured Guest RB ### Rumeena Bhalla Leadership Coach Boon ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Overcoming self-doubt Strategies for handling imposter syndrome in a new management role. 2 Balancing responsibilities How to juggle tasks and strategic work without feeling overwhelmed. 3 Setting expectations Learn to set expectations that motivate results. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.5: Break the Stress Cycle at Work | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.5: Break the Stress Cycle at Work Episode 5May 9, 2024•34 min ## Featured Guest DKB ### Dr. Kimberly Byrd Leadership Coach Boon ## Episode Chapters 00:00Introduction02:21Coaching versus Therapy04:28Dr. Kim's experience with stress addiction07:55Habits and patterns as addictions10:06Stress in the working environment15:05Striving for perfection cycle18:59How to get out of the stress zone21:55Asking questions before responding26:23Three takeaways on how to break stress and chaos29:29Listen to your body to see the signs of crisis30:35Useful advice for the HR leaders33:05Where can people find Kimberly? ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Stress and chaos addiction How modern work culture has created an addiction to stress and chaos. 2 Regaining control Strategies for regaining control and setting boundaries to combat burnout. 3 Empathy reduces panic Why empathy across employees and managers is key to reducing workplace stress. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.6: The Mental Health Paradox for HR Leaders | The Human Layer Podcast | Boon" description: "Alex Seiler discusses HR leaders' mental health challenges, emphasizing self-care and supporting employees effectively." source: "https://www.boon-health.com/learn/podcast/ep-6-the-mental-health-paradox-for-hr-leaders" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.6: The Mental Health Paradox for HR Leaders Episode 6May 18, 2024•37 min ## Featured Guest AS ### Alex Seiler HR Leader ## Episode Chapters 00:00Intro00:47Who is Alex Seiler?02:02Alex's journey as an HR leader06:40Unique mental health challenges HR leaders face14:17Need for more intentional and personalized support20:41Gen Z workplace expectations23:12Compassion fatigue in HR space26:44Self-care for HR leaders29:34Practical strategies for HR leaders33:03Remote work challenges36:18Where can people find Alex? ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Balancing team care with self-care The importance of prioritizing your own mental health while supporting others. 2 Starting meaningful conversations How to start important conversations about mental health with leadership. 3 Manager impact on mental health The outsized impact that your direct manager has on your life. 4 Effective well-being benefits How truly effective mental well-being benefits can aid recruitment and retention. ## Supporting the Mental Health of Employees — and Yourself as a People Leader or Executive https://youtube.com/watch?v=-okSnKWwDmU # Show Notes ### Guest: Alex Seiler It can be rare to meet someone in the HR or people leader space who manages to speak candidly while illustrating clear thoughtfulness and compassion. Alex Seiler is one of those people. I’ve been following him on LinkedIn for a while because of his open, honest, and sometimes personal views on the issues facing HR leaders and executives at today’s companies. So, I was excited to talk to him for this second of our two episodes, which is themed around Mental Health Awareness Month. In this installment of “Have a Better Day” Alex and I discuss: - His own experience with depression and anxiety - The importance of balancing team care with self-care - How to start meaningful conversations about mental health with leadership As CEO of Boon — which exists primarily due to my growth journeys in mental well-being and professional development — I frequently grapple with challenges like these. There’s no getting around the stress of leading a startup. But, as Alex and I have both learned, there are ways to balance work pressure with the personal needs we all have as human beings. Listen in for Alex’s well-earned insights into how to prioritize mental well-being in the workplace without losing yourself in the process. - Alex ### Other topics covered: - The outsized impact that your direct manager has on your life - When and why it can be beneficial not to hold back when discussing workplace stress - How (truly effective) mental well-being benefits can aid recruitment and retention ### Timestamps: 00:00 - Intro 00:47 - Who is Alex Seiler? 02:02 - Alex’s journey as an HR leader 06:40 - Unique mental health challenges HR leaders face 14:17 - Need for more intentional and personalized support 20:41 - Gen Z workplace expectations 23:12 - Compassion fatigue in HR space 26:44 - Self-care for HR leaders 29:34 - Practical strategies for HR leaders 33:03 - Remote work challenges 36:18 - Where can people find Alex? ### 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.7: Learn Amazon's Onboarding Secrets | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.7: Learn Amazon's Onboarding Secrets Episode 7June 20, 2024•33 min ## Featured Guest DA ### Donna Alexander Onboarding Expert Amazon ## Episode Chapters 00:00Intro00:47Donna's background03:07Amazon's onboarding process and metrics09:57Cultural differences in the onboarding process13:14Three assumptions to get rid of18:07Onboarding strategies for a hybrid and remote workforce26:13Top things to track throughout the onboarding process28:33How to improve the onboarding process?32:47Where can people find Donna? ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Three assumptions sabotaging onboarding The assumptions that hurt your onboarding process and how to fix them. 2 Scaling training globally How Amazon scaled training across 30 countries. 3 Key onboarding metrics Which onboarding metrics Amazon tracked maniacally, and how you can do the same. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.8: How to Foster LGBTQ Inclusivity in the Workplace | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.8: How to Foster LGBTQ Inclusivity in the Workplace Episode 8July 25, 2024•21 min ## Featured Guest CS ### Cator Sparks Leadership Coach Boon ## Episode Chapters 00:00Introduction to Cator Sparks00:59Cator's background and LGBTQ+ community coach03:10Connection to Queer Community05:36Shared experience between straight and gay men09:44How to put allyship into action?12:23Inclusivity and meaningful change in the last few years14:22The impact of dialog and education17:13How to become a better ally?20:42Where can people find Cator? ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Authentic allyship Inclusion starts with understanding and moves beyond templates and checked boxes. 2 Male vulnerability Ways men can get comfortable with vulnerability in the workplace. 3 Creating real change How to be a real ally that creates lasting change. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.9: How to Embrace Failure as a Catalyst for Growth in a Workplace | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.9: How to Embrace Failure as a Catalyst for Growth in a Workplace Episode 9October 2, 2024•33 min ## Featured Guest KC ### Keith Cocking Leadership Expert Boon ## Episode Chapters 00:00Intro00:47Keith's journey and leadership development04:06Becoming a coach05:14Personal experience with failure11:11How different generations embrace failure14:02Identifying personal relationship with failure17:47Practical tips for embracing failure21:44How can coaches help employees in embracing failure23:33Getting out of judgment mode25:49Setting clear expectations and building infrastructure for support30:53Elon Musk's SpaceX failures31:51Practical tips for HR leaders ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Fixed to growth mindset How shifting from a fixed mindset to a growth mindset can unlock opportunities. 2 Generational differences in failure The concerning trend of shame factories being created for younger generations. 3 Self-awareness and self-compassion Practical strategies for cultivating a healthy relationship with failure. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.10: Master Feedback Now: Coaching Tips Every Leader Must Know Episode 10October 27, 2024•40 min ## Featured Guest CM ### Cathy Manginelli Chief Talent Officer TriNet ## Episode Chapters 00:00Intro00:47From studying organizational psychology to Chief Talent Officer at TriNet03:48A transition from talent development to executive coaching06:19The difference between consulting and executive coaching08:56Consulting vs. coaching approach for small business leaders14:26Where's the line between coaching and therapy16:42The importance of self-awareness and feedback for leadership success20:10How has leadership development evolved in recent years22:19How to deliver feedback in a productive way26:42Tips for new managers on giving feedback and managing teams30:12What are 360 reviews, and how do they help39:46Advice on normalizing feedback and fostering a growth culture ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Good feedback boosts performance How effective feedback can transform your team's productivity. 2 Coaching vs. consulting Understand the key differences and when to apply each for better leadership. 3 Self-awareness is your superpower Why knowing your strengths and blind spots is crucial for growth. 4 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. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.11: Can Hybrid Work Fix Office Culture? | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.11: Can Hybrid Work Fix Office Culture? Episode 11January 21, 2025•35 min ## Featured Guest SF ### Scott Fleszar CEO SafeSend ## Episode Chapters 00:00Intro00:47Scott's opinion on office vs. hybrid vs. remote work04:08COVID pandemic and adapting to remote work06:55Scaling a remote business during COVID08:23Managing hybrid work as a small business12:14Pros and cons of hybrid vs. remote work16:56Overcoming challenges of returning to the office20:33Importance of engagement and culture in hybrid models21:47The shift in employee leverage post-pandemic26:45Onboarding challenges in a remote work environment32:07Scott's Top 3 tips for navigating hybrid work34:40Where to connect with Scott Fleszar? ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 The workplace is still in transition There's no universal answer to office vs. remote - different models demand different approaches. 2 Employee leverage is cyclical Smart HR leaders prepare for leverage swings by balancing empathy with business rigor. 3 Benefits must evolve Employees now value flexibility, mental health support, and learning opportunities as much as traditional perks. 4 Culture needs intentional design With fewer in-person interactions, culture can no longer be left to chance. ### Scott Fleszar, CEO of SafeSend # Can Hybrid Work Fix Office Culture? 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? ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.12: Key Strategies for Thriving Through Layoffs | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.12: Key Strategies for Thriving Through Layoffs Episode 12February 9, 2025•36 min ## Featured Guest CN ### Chinazom Nwabueze Executive Coach & CEO Dreamcatchers Performance ## Episode Chapters 00:00Intro00:47Chinazom's background and thriving in chaos02:19Transition from investment banking to performance psychology06:20The importance of mental fitness and building resilience08:24Layoffs' emotional toll and impact across industries13:51Difference between coaching and therapy16:42Creating a safe space in remote work environments19:06Managing energy levels during layoffs22:48Reinventing yourself professionally in the era of rapid AI development26:28Balancing AI efficiency with maintaining human communication skills30:12Addressing generational differences within a team during layoffs31:06Mental fitness, positive gossip, and balancing humanity34:16Clear communication and transparency during layoffs35:42Chinazom's contact details ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Layoffs create organizational trauma They deeply impact those who stay, not just those who leave, requiring intentional recovery spaces. 2 Mental fitness is essential Employees who can regulate stress and focus on what they can control become cultural stabilizers. 3 Balance empathy with clarity The sweet spot is clear, compassionate communication—acknowledging fear without sugarcoating reality. 4 Thriving in chaos is a competitive advantage People who see disruption as growth opportunity will define next-generation high performance. ### Chinazom Nwabueze, Executive coach | CEO of Dreamcatchers Performance # Key Strategies for Thriving Through Layoffs In this episode, executive coach Chinazom Nwabueze shares powerful strategies for thriving through the chaos of layoffs and navigating the emotional toll they bring. Discover how to build mental fitness, lead effectively in tough times, and stay resilient in the face of constant change. With actionable insights on handling layoffs, AI-driven shifts, and managing energy levels, this conversation is packed with practical advice for leaders and employees alike. Whether you're dealing with team cuts or personal stress, this episode will equip you with the tools to stay strong and succeed. Don't miss it! ### Key Takeaways ### The psychological impact of layoffs is profound — and often underestimated Nwabueze highlights that layoffs don’t just affect those who leave — they deeply impact those who stay. He describes it as a form of “organizational trauma”, leading to guilt, anxiety, and disengagement. HR leaders must recognize this emotional fallout and create intentional recovery spaces, such as team debriefs, mental health check-ins, and leadership transparency. "Layoffs are not a single event — they create a lasting psychological shock that organizations must actively help people recover from." ### Thriving in chaos requires both structural and psychological resilience In today’s volatile environment, Nwabueze argues that “doing more with less” demands more than efficiency—it requires mental fitness and mindset adaptability. Employees who can stay grounded, regulate stress, and focus on what they can control become the cultural stabilizers of an organization. HR’s role is to teach and reinforce resilience as a skill, not just hope employees have it. "The strongest organizations are those that help their people build emotional agility to navigate constant disruption." ### HR must balance empathy with clarity during uncertainty Leaders often either over-explain (fueling anxiety) or go silent (fueling rumors). The sweet spot, Nwabueze notes, is clear, compassionate communication—acknowledging fear without sugarcoating reality. He encourages HR leaders to train managers on how to communicate uncertainty while maintaining psychological safety. "Employees don’t expect all the answers; they expect honesty, empathy, and presence." ### The “thrive in chaos” mindset can be a competitive advantage Layoffs and AI disruption are reshaping the meaning of stability. Nwabueze suggests that people and organizations who can thrive amid uncertainty — seeing disruption as a growth opportunity rather than a threat — will define the next generation of high performance. HR can lead this transformation by embedding mental fitness training and coaching into talent development strategies. "Tomorrow’s high performers will be those who can stay calm, curious, and connected — not just those who can execute." ### The role of HR is shifting from problem-solvers to resilience architects Nwabueze positions HR not merely as administrators of change but as designers of human sustainability. That means equipping teams with the tools, language, and support systems to process emotional strain and find meaning during difficult 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. ### Timestamps: 00:00 Intro **00:47 **Chinazom’s background and thriving in chaos 02:19 Transition from investment banking to performance psychology 06:20 The importance of mental fitness and building resilience **08:24 **Layoffs' emotional toll and impact across industries **13:51 **Difference between coaching and therapy 16:42 The importance of creating a safe space in remote work environments **19:06 **Managing energy levels during layoffs **22:48 **Reinventing yourself professionally in the era of rapid AI development **26:28 **Balancing AI efficiency with maintaining human communication skills **30:12 **Addressing generational differences within a team during layoffs. **31:06 **Mental fitness, positive gossip, and balancing humanity with resource management 34:16 The importance of clear communication and transparency during layoffs **35:42 **Chinazom's contact details ### 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? ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.13: Culture, Growth, and Vulnerability | The Human Layer Podcast | 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" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.13: Culture, Growth, and Vulnerability Episode 13February 12, 2025•47 min ## Featured Guest AS ### Andrew Silver Founder & Former CEO Molo Solutions ## Episode Chapters 00:00Introduction to Andrew Silver, founder of Molo Solutions02:17Starting the company, building the team, and entrepreneurial mindset06:35Maintaining company values and culture through rapid growth10:43The role of integrity, hard work, and transparency in business success14:58Challenges and strategies during COVID-1923:01Pros and cons of working in a virtual environment29:22The importance of mental health, coaching, and leadership development33:10The challenges of transition post-acquisition39:28The importance of investing in management42:47Best practices for scaling a remote-first company46:17The future of leadership & the role of AI ## Listen & Subscribe Available on your favorite podcast platforms YouTube ## Key Takeaways 1 Culture starts with strong leadership examples Build trust by modeling behaviors you want others to emulate—resilience, integrity, and responsiveness. 2 Storytelling is a culture-building superpower Reinforce values through real examples of employees solving problems and connecting individual effort to outcomes. 3 Integrity must be operational Build systems that ensure you live your values every day, not just post them on the wall. 4 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 # Culture, Growth, and Vulnerability 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? ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.14: Stop Asking HR to Be Everyone's Therapist | The Human Layer Podcast | Boon" description: "In this episode, Hebba Youssef—founder of the "I Hate It Here" community—opens up about the emotional weight HR professionals carry every day." source: "https://www.boon-health.com/learn/podcast/ep-14-stop-asking-hr-to-be-everyone-therapist" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.14: Stop Asking HR to Be Everyone's Therapist Episode 14April 17, 2025•42 min ## Featured Guest HY ### Hebba Youssef Founder I Hate It Here ## Episode Chapters 00:00Intro00:47Meet Hebba Youssef02:00When Coaching Feels Misplaced04:21Defining HRs Coaching Role05:51HR Burnout and Emotional Overload08:12Bias in Coaching and Mentorship11:49Coaching vs. Mentoring vs. Therapy18:54HR as Emotional Dumping Ground21:06Confidentiality and Mental Health23:22HR Identity Crisis28:08Old-School HR vs. Modern People Ops33:10HR Leaders Rising to the Challenge35:173 Places HR Should Stop Coaching37:30Admitting That You Dont Know41:00Where to Find Hebba ## Listen & Subscribe Available on your favorite podcast platforms YouTubeSpotifyApple Podcasts ## Key Takeaways 1 HR is carrying an emotional burden HR has unintentionally become the therapist, coach, and crisis counselor for organizations—especially since COVID. 2 Coaching, mentorship, and therapy are not the same Each serves a different purpose, yet HR professionals are expected to fill all three roles without formal training. 3 Boundaries build trust The courage to say I am not equipped to handle this actually increases credibility and safety. 4 HR identity crisis The pandemic elevated HR from an administrative function to a core strategic driver. 5 The future of HR lies in community HR professionals helping each other through collective support, not heroism. ## About This Episode Who supports the people who support everyone else? In this episode, Hebba Youssef—founder of the "I Hate It Here" community—opens up about the emotional weight HR professionals carry every day. They're expected to coach, mentor, and even act like therapists—while managing burnout and unclear boundaries. Most companies don't see the pressure they're under. We break down the unrealistic expectations placed on HR, the real difference between coaching, mentoring, and therapy, and why leaning on HR for emotional support may be causing more harm than good. After this episode, you'll never look at your HR team—or your company's "support system"—the same way again. ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Ep.15: How Do You Scale Culture While Building a $10B Company? | The Human Layer Podcast | Boon" description: "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." source: "https://www.boon-health.com/learn/podcast/how-do-you-scale-culture-while-building-a-10b-company" -------------------------------------------------------------------------------- Back to Podcast Podcast # Ep.15: How Do You Scale Culture While Building a $10B Company? Episode 15September 24, 2025•48 min ## Featured Guest CO ### Ciara O'Sullivan Senior Director of People Bilt ## Episode Chapters 00:00Welcome to Have a Better Day00:47Meet Ciara O'Sullivan03:25How to scale culture without losing people07:35Why the first 90 days matter12:43The story behind Bilts famous jackets14:06Hiring smart: culture screens and problem-solving17:27Why they never equated funding with headcount18:27How Bilt embraced AI from the start21:59Why in-person work is their secret weapon26:05Remote or hybrid work29:38AI experiments, wins and fails34:16From AI hype to shared company language36:18What HR leaders really need to focus on40:23Creating a safe space to try new things41:15Companies blocking AI are falling behind43:47Getting leadership buy-in for big changes45:44Human skills that matter more than ever47:00Final hot takes on trust, change and AI ## Listen & Subscribe Available on your favorite podcast platforms YouTubeSpotifyApple Podcasts ## Key Takeaways 1 Culture is foundational to business strategy Bilt treated culture as a business imperative from day one, ensuring every employee received benefits and clear communication. 2 Intentional onboarding makes an impact A custom 90-day program ensures every hire makes tangible contributions, culminating in the iconic Bilt Letterman jacket. 3 Scale with purpose, not headcount Every hire must be justified with clear impact—funding does not equal rapid hiring. 4 The human POV is an AI-age advantage While embracing AI through hackathons, Bilt recognizes human connection is more valuable than ever. 5 In-person work drives innovation Trust and collaboration from in-office work have become competitive advantages for complex, cross-functional teams. 6 Safe spaces for experimentation pay off Failure is reframed as learning—employees are encouraged to teach us about your failing. 7 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." ## 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. Book a Strategy CallMore Episodes We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Boon Live | Boon" description: "Events, webinars, and live learning experiences from Boon." source: "https://www.boon-health.com/learn/live" -------------------------------------------------------------------------------- Boon 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 Boon Live ### Navigating the Future of L&D: The Role of AI in Employee Development Explore how AI is transforming employee development in L&D. Discover key strategies for navigating this future today. July 31, 2025Boon Boon Live ### 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 8, 2025Boon Boon Live ### 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. May 1, 2025Boon Boon Live ### Manager to Leader: Coaching Strategies for 2025 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 empath... March 13, 2025Boon Boon Live ### 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. January 16, 2025Boon Boon Live ### Employee Growth Infrastructure Is Fundamentally Broken Traditional growth strategies fail; Boon's GROW program fosters personal, professional development through personalized coaching. November 18, 2024Boon Boon Live ### Election Stress and the Workplace: Discussion Part 2 Foster resilience during election stress by encouraging open communication, setting boundaries, and supporting employee well-being. October 30, 2024Boon Boon Live ### Election Stress and The Workplace: Strategies for HR Leaders Address election stress by fostering inclusivity, setting boundaries, and providing employees with stress management resources. September 26, 2024Boon Boon Live ### No One Can Pour From an Empty Cup NBA Champion Metta Sandiford-Artest and Dr. Monica Warland discuss workplace mental health's importance. July 11, 2024Boon Boon Live ### 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. June 13, 2024Boon Boon Live ### How to Grow Your Career WITHIN An Organization Learn actionable strategies to grow your career intentionally within your organization through expert guidance. May 22, 2024Boon Boon Live ### Unlocking Success: Performance Management for Small to Mid-Size Businesses Explore strategies to modernize performance management, integrating personal growth, continuous feedback, and empathetic leadership. February 5, 2024Boon Boon Live ### Approaching Mental Health Explore managing stress, reducing stigma, and building resilience in personal and professional mental health. May 16, 2023Boon Newsletter ## Get notified about upcoming events Be the first to know when we announce new live sessions, webinars, and workshops. First name Last name Email* We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Addressing Mental Health: Real Life Thoughts from Boon Coaches | Boon Live | Boon" description: "Prioritize mental health in workplaces to enhance resilience, productivity, and overall employee well-being year-round." source: "https://www.boon-health.com/learn/live/addressing-mental-health-real-life-thoughts-from-boon-coaches" -------------------------------------------------------------------------------- Back to Boon Live # Addressing Mental Health: Real Life Thoughts from Boon Coaches Watch on YouTube for the transcript. Watch Now ### What We Covered Mental health is the foundation of personal and professional well-being. In this insightful webinar, Boon Health coaches share practical strategies to help individuals and organizations address mental health challenges and foster a culture of well-being year-round. ## Key Takeaways 1 The Connection Between Physical and Mental Health Discover how stress, sleep, and daily movement influence mental well-being. 2 Career Fulfillment and Mental Health Learn how job satisfaction and alignment with personal values impact well-being. 3 Building Emotional Resilience Gain insights into cultivating self-compassion, managing daily stress, and setting healthy boundaries. 4 Practical Techniques for Daily Mental Health Explore mindfulness, gratitude practices, and ways to improve mental clarity. Watch the Webinar Now: Addressing Mental Health: Real Life Thoughts from Boon Coaches https://www.youtube.com/watch?v=Gt4d2fA4jFE Watch on YouTube for the transcript. Mental health is the foundation of personal and professional well-being. In this insightful webinar, Boon Health coaches share practical strategies to help individuals and organizations address mental health challenges and foster a culture of well-being. ### Why Mental Health Matters in the Workplace Mental health directly impacts productivity, engagement, and job satisfaction. Ignoring it can lead to increased burnout, absenteeism, and reduced morale. By prioritizing mental health, organizations can cultivate a supportive environment that benefits everyone. In the webinar, experts explore how mental, physical, and career health intersect and provide actionable tools to improve well-being year-round. ### Key Takeaways from the Webinar - The Connection Between Physical and Mental Health: Discover how stress, sleep, and daily movement influence mental well-being and simple strategies to improve your overall health. - Career Fulfillment and Mental Health: Learn how job satisfaction and alignment with personal values impact well-being and steps to find greater meaning in your work. - Building Emotional Resilience: Gain insights into cultivating self-compassion, managing daily stress, and setting healthy emotional boundaries at work and home. - Practical Techniques for Daily Mental Health: Explore mindfulness, gratitude practices, and ways to break free from assumptions that can harm mental clarity. ### Strategies to Promote Mental Health - Encourage Open Conversations: Foster a workplace culture where employees feel safe discussing mental health challenges. - Support Work-Life Balance: Implement flexible schedules, encourage regular breaks, and create boundaries around after-hours communication. - Provide Mental Health Resources: Offer coaching, training, and access to wellness programs to support employees’ emotional and professional growth. - Normalize Rest and Recovery: Encourage habits that replenish energy, like quality sleep, hobbies, and time spent in nature. ### Watch the Webinar Ready to transform how you approach mental health in your workplace? Watch the full webinar here: Addressing Mental Health: Real Life Thoughts from Boon Coaches. By prioritizing mental health, you can create a thriving work environment where employees feel valued and supported. Don’t miss this opportunity to learn from Boon Health experts and start building a healthier, more resilient organization today. ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Approaching Mental Health | Boon Live | Boon" description: "Explore managing stress, reducing stigma, and building resilience in personal and professional mental health." source: "https://www.boon-health.com/learn/live/approaching-mental-health" -------------------------------------------------------------------------------- Back to Boon Live # Approaching Mental Health Watch on YouTube for the transcript. Watch Now ## Dr. Kimberly Byrd (Boon) explored: DKB Dr. Kimberly Byrd Boon Coach Boon ### What We Covered In honor of Mental Health Awareness Month, Boon Health and Dr. Kimberly Byrd hosted an engaging webinar that tackled the challenges surrounding mental health in today's world. The discussion explored the stigma of seeking support and provided actionable strategies for improving psychological and emotional well-being. ## Key Takeaways 1 Understanding Stress and Burnout Learn to identify the early signs of stress and burnout and their impact on mental and physical health. 2 Breaking the Stigma Normalize mental health conversations with actionable strategies to create supportive environments. 3 Practical Self-Care Prioritize your well-being with small, meaningful activities and structured boundaries. 4 Supporting Others Use empathetic, nonjudgmental approaches to help colleagues and loved ones navigate mental health challenges. **Watch the Webinar Now: **Approaching Mental Health https://www.youtube.com/watch?v=f8hFWkm5TJM Watch on YouTube for the transcript. In honor of Mental Health Awareness Month, Boon Health and Dr. Kimberly Byrd hosted an engaging webinar that tackled the challenges surrounding mental health in today’s world. The discussion explored the stigma of seeking support and provided actionable strategies for improving psychological and emotional well-being. ### Why Mental Health Awareness Matters Mental health is a critical factor for personal and professional success. This webinar emphasized the importance of addressing mental health challenges, including stress, anxiety, and burnout, and highlighted the benefits of fostering a supportive environment at home and in the workplace. Dr. Byrd shared insights into breaking the stigma around mental health by encouraging open dialogue and creating safe spaces for support. The webinar also delved into the growing overlap between professional and personal stressors, emphasizing the value of boundaries and self-care practices. ### Key Takeaways from the Webinar - Understanding Stress and Burnout: Learn to identify the early signs of stress and burnout and their impact on mental and physical health. - Breaking the Stigma: Normalize mental health conversations with actionable strategies to create supportive environments. - Practical Self-Care: Prioritize your well-being with small, meaningful activities and structured boundaries. - Supporting Others: Use empathetic, nonjudgmental approaches to help colleagues and loved ones navigate mental health challenges. ### Practical Steps to Improve Mental Health This webinar provided valuable strategies for managing mental health in both personal and professional contexts: - Set Boundaries: Define clear lines between work and personal time, and practice detaching from work-related tasks outside of work hours. - Implement Self-Care: Incorporate daily habits like short walks, mindfulness, or relaxation exercises. - Seek Support: Take advantage of available resources, whether through professional coaching or wellness programs. - Model Empathy: Encourage open conversations and create a culture of care within your team or organization. ### Watch the Webinar Prioritize mental health and learn how to support yourself and others. **Watch the full webinar now: **Approaching Mental Health Gain tools to reduce stress, improve resilience, and foster emotional well-being in your personal and professional life. ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Election Stress and the Workplace: Discussion Part 2 | Boon Live | 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" -------------------------------------------------------------------------------- Back to Boon Live # Election Stress and the Workplace: Discussion Part 2 Watch on YouTube for the transcript. Watch Now ## Dr. Kim Byrd (Boon), and Alex Simmons (Boon) explored: DKB Dr. Kim Byrd Boon Coach Boon AS Alex Simmons CEO & Co-founder Boon ### 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 1 Understanding Stress in the Workplace Gain insights into how political tensions impact employees and organizational harmony. 2 Strategies for HR Leaders Learn actionable tips to navigate politically charged times while maintaining a positive work culture. 3 Setting Boundaries and Encouraging Respectful Communication Explore best practices for minimizing workplace conflicts. 4 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. ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Election Stress and The Workplace: Strategies for HR Leaders | Boon Live | 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" -------------------------------------------------------------------------------- Back to Boon Live # Election Stress and The Workplace: Strategies for HR Leaders Watch on YouTube for the transcript. Watch Now ### 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 1 Understanding Political Stress in the Workplace Learn how election-related tensions affect employees and the broader organizational culture. 2 Practical Strategies for HR Leaders Discover actionable tips to foster a supportive and inclusive work environment during politically charged times. 3 Boundary-Setting and Communication Explore ways to encourage respectful conversations while minimizing workplace conflict. 4 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 Watch on YouTube for the transcript. 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. ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Employee Growth Infrastructure Is Fundamentally Broken | Boon Live | 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" -------------------------------------------------------------------------------- Back to Boon Live # Employee Growth Infrastructure Is Fundamentally Broken Watch on YouTube for the transcript. Watch Now ## Alex Newman (Boon), Alex Seiler (), and Emmanuelle Gounot (Intrepid Vietnam) explored: AN Alex Newman Director of Partnerships Boon AS Alex Seiler Chief People Officer EG 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 1 Current strategies fail employee growth Short-term perks fail to address the root causes of disengagement and stagnation. 2 A whole-human approach to growth Foster personal and professional development together for lasting impact. 3 Missing pieces in employee development Address critical elements that empower employees to grow. 4 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 Watch on YouTube for the transcript. 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. ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "How to Grow Your Career WITHIN An Organization | Boon Live | 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" -------------------------------------------------------------------------------- Back to Boon Live # How to Grow Your Career WITHIN An Organization Watch on YouTube for the transcript. Watch Now Watch the Webinar Now: How to Grow Your Career WITHIN An Organization https://www.youtube.com/watch?v=304wJUPLESM Watch on YouTube for the transcript. 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. 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! ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Inspiration to Action: Managing Goal Setting Without Overwhelm | Boon Live | Boon" description: "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." source: "https://www.boon-health.com/learn/live/inspiration-to-action" -------------------------------------------------------------------------------- Back to Boon Live # Inspiration to Action: Managing Goal Setting Without Overwhelm Watch on YouTube for the transcript. Watch Now ### 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 1 Breaking goals into actionable steps Start with the outcome in mind, but work backwards to create a realistic, flexible plan. 2 Shifting your mindset Growth doesn't have to be fast. Embracing progress over perfection is key to staying motivated. 3 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. 4 Prioritizing well-being High achievers often neglect self-care, but true success includes sustainability, not just productivity. # Goal Setting That Actually Works: # Overcoming Overwhelm and Staying on Track 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—see how Boon brings ideas to life. ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Manager to Leader: Coaching Strategies for 2025 | Boon Live | Boon" description: "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 empath..." source: "https://www.boon-health.com/learn/live/manager-to-leader-coaching-strategies-for-2025" -------------------------------------------------------------------------------- Back to Boon Live # Manager to Leader: Coaching Strategies for 2025 Watch on YouTube for the transcript. Watch Now ### 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 1 Clear frameworks for feedback and accountability Effective managers need structured approaches to giving feedback and holding teams accountable. 2 Support in navigating conflict and leadership challenges Managers need ongoing support, not just one-time training. 3 A mindset shift from individual success to team impact Great leaders focus on developing their people, not just managing tasks. 4 Scalable coaching strategies Boon's GROW program combines 1:1 coaching with structured training for lasting leadership development. # Manager to Leader: # Coaching Strategies for 2025 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—start now ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- title: "Mental Health in the Age of AI, Layoffs, and Leadership Overload | Boon Live | Boon" description: "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." source: "https://www.boon-health.com/learn/live/mental-health-in-the-age-of-ai-layoffs-and-leadership-overload" -------------------------------------------------------------------------------- Back to Boon Live # Mental Health in the Age of AI, Layoffs, and Leadership Overload Watch on YouTube for the transcript. Watch Now ### What We Covered As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This candid conversation unpacked the reality of leadership overload and its ripple effects—from performance and retention to culture and well-being. ## Key Takeaways 1 Unique pressures facing modern managers and HR leaders Understanding the specific challenges of leadership in today's environment. 2 Mental health impacts business performance A clearer understanding of how well-being affects organizational outcomes. 3 Coaching drives resilience and growth Real-world examples of how personalized support helps leaders thrive. 4 Actionable strategies for big transitions Practical tools to support employee well-being through periods of change. # Mental Health in the Age of AI, Layoffs, and Leadership Overload Watch on Youtube for the transcript. ### As organizations face accelerated change, ongoing uncertainty, and the growing influence of AI, the demands on people leaders have never been higher. This candid conversation unpacked the reality of leadership overload and its ripple effects—from performance and retention to culture and well-being. Our expert panel explored why traditional wellness programs often fall short, especially for those in high-stakes roles, and highlighted the hidden costs of burnout in fast-paced environments. ### Key Takeaways - Insight into the unique pressures facing modern managers and HR leaders - A clearer understanding of how mental health impacts business performance - Real-world examples of how coaching drives resilience and growth - Actionable strategies to support employee well-being through big transitions Whether you’re in HR, People Ops, or navigating your own leadership journey, this session provided timely and practical tools to foster a workplace where both people and performance can thrive. ▶ Watch the full video of Mental Health in the Age of AI, Layoffs, and Leadership Overload ## See how Boon can support your leaders ## Curious how Boon can help your company navigate the shift? Let's TalkMore Events We use cookies to understand how you use our site and improve your experience. DeclineAccept -------------------------------------------------------------------------------- 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" -------------------------------------------------------------------------------- Home # Security Last Updated: February 18, 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. ## 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 access, record, or store the substantive content of coaching sessions unless explicitly agreed upon by all parties - 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 - When a coaching program ends or an account is closed, data is deleted or anonymized within a reasonable timeframe, subject to legal and contractual 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 will be notified of confirmed data breaches in accordance with applicable laws and within contractually agreed timeframes - Post-incident reviews are conducted to identify root causes and implement preventive measures ## Vendor and Third-Party Security We carefully evaluate the security posture of third-party services integrated with our platform. Key service providers include: - Supabase (database, authentication): SOC 2 Type II compliant - Vercel (hosting, CDN): SOC 2 Type II compliant - Stripe (payment processing): PCI DSS Level 1 certified - Zoom (video conferencing): SOC 2 Type II, end-to-end encryption available We require that all critical vendors maintain appropriate security certifications and notify us of material changes to their security practices. ## 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: - 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. We use cookies to understand how you use our site and improve your experience. DeclineAccept