How Boon vets coaches and measures results
Boon accepts roughly the top 1 to 2% of coach applicants, all ICF-accredited with operating experience, and measures coaching with pre and post competency ratings reported at cohort level. This page explains how coaches are selected and matched, how results are measured, and what your team sees.
How are Boon coaches vetted?
Boon's network of 300+ coaches comes from roughly the top 1 to 2% of applicants. Every coach meets the same bar:
- ICF-accredited credential.
- Operating experience: former executives, functional leaders, and operators who have run teams themselves.
- A background check before working with any participant.
- Professional liability insurance, kept current while they coach with Boon.
How are coaches matched?
Each participant is matched on role, industry, and the challenge they are facing. A person on the Boon team confirms every pairing. If the fit is wrong, Boon rematches within 48 hours.
How is progress measured?
- Your organization chooses 3 to 5 competencies, such as feedback, delegation, or decision-making.
- Participants are rated on a 1 to 5 scale before the program and again at the end.
- Most ratings are participant self-assessments. Manager and 360 ratings are available when you want a second view.
- Results are reported at cohort level, never for an individual.
Cohort competency report
Illustrative example
Emotional resilience
2.9
3.7
+28%
Manager decision clarity
2.8
3.5
+25%
Psychological safety
3.2
3.9
+22%
Conflict navigation
2.5
2.9
+17%
Average competency growth is +23% across six-month Grow programs. Self-ratings can overstate change, which is why results are read across a cohort and why manager and 360 ratings are offered.
What does your team see?
Program leads see aggregate participation, the themes coming up across sessions, and competency trends. Individual session content stays between the coach and the participant. See Security for how that data is protected.
How is coaching quality monitored?
Participants rate their sessions through short feedback surveys. Across programs, Boon averages 96% session satisfaction, a Net Promoter Score of +87, and 89% session attendance.
Frequently asked questions
How selective is Boon about coaches?
Boon accepts roughly the top 1 to 2% of coach applicants. Every coach is ICF-accredited, has operating experience as a leader, manager, or operator, and passes a background check.
How does Boon measure coaching outcomes?
Each organization chooses 3 to 5 competencies. Participants are rated on a 1 to 5 scale before and after the program, and results are reported at cohort level. Average competency growth is +23% across six-month Grow programs.
Are the ratings self-assessed?
Mostly. Most ratings are participant self-assessments, and manager and 360 ratings are available when an organization wants a second view. Self-ratings can overstate change, which is why results are read at cohort level and why manager and 360 options exist.
Can we use our own competency framework?
Yes. Each program is configured around 3 to 5 competencies your organization selects, often taken straight from your existing framework. Common choices include feedback, delegation, communication, decision-making, and confidence.
Do Boon coaches follow a set coaching model?
No. Boon does not script sessions or require a single framework. Coaches bring their own practice, and Boon provides the context, structure, and measurement around it.
See a sample cohort report
We will walk through how measurement would work on your competencies.
Evaluating Boon for IT or procurement? See Boon for enterprise.