Leadership development for CHROs who need proof.

Leadership development for CHROs means growing leaders at every level and showing the CEO and board that leadership is getting better. Your people are taking on bigger jobs, often without the support to succeed in them.

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A senior leader talking through a decision on a coaching call in a boardroom
Board reportAggregate

Leadership, by level

  • ManagersGrowPre and post
  • Senior leadersExecConfidential
  • Whole teamsTogetherPre and post
+23%average competency growth across six-month Grow programs

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Are your leaders getting better, and can you show it?

Your CEO and board want to know whether leadership is getting stronger as the company grows and the work changes. Most development programs report attendance and satisfaction scores, which cannot answer that question.

It gets harder when coaching, manager programs, executive coaching, and workshops each sit with a different vendor. No one sees the whole picture, and no two of them measure progress the same way. AI is changing the work underneath all of it, which is why AI-ready leadership is now part of the same conversation.

  • New managers

    Promoted for doing the work well, now expected to lead the people who do it.

  • Senior leaders

    Making bigger calls with no neutral person to think them through.

  • Training

    Finished on Friday and rarely used on Monday.

What does Boon do for CHROs?

Boon coaches your managers, senior leaders, and teams through one coach network, and measures each level before and after.

For a CHRO, that means one view of how leaders at each level are developing, measured against the competencies you choose, with every individual conversation kept confidential.

Support at every level

Managers, senior leaders, and teams work with one network of 300+ ICF-accredited coaches, so a leader's development history moves with them when they are promoted.

Measured on your competencies

Leaders are baselined on the competencies you pick and measured again at the end, so you report changes in behavior along with attendance.

Confidential for the person

HR sees trends by team and level. What a leader says to their coach stays between them.

The five programs

How do you measure leadership development ROI?

Boon baselines leaders on the competencies you choose, measures them again after the program, and reports the change in aggregate. Across six-month Grow programs, leaders improve an average of +23%.

The card shows real results from recent Grow cohorts. For the method behind the numbers, read how to measure coaching ROI.

Grow cohorts, Q4 2025 to Q1 2026

Competency scores, before and after

Pre and post
  • Emotional resilience2.9 to 3.7+28%
  • Manager decision clarity2.8 to 3.5+25%
  • Psychological safety3.2 to 3.9+22%
  • Conflict navigation2.5 to 2.9+17%

Average competency growth across six-month Grow programs+23%

Mostly participant self-assessments, with manager and 360 ratings available, taken before and after the six-month Grow program and averaged across cohorts.

“What surprised me most was how coaching connected the dots between personal well-being and professional performance. Employees were not just more productive. They were more present, more collaborative, and more invested in our mission.”
Lisa SordillaLisa SordillaChief People Officer, EnergageRead the Energage story

How long does it take to launch?

Programs go live within a week of signing. Boon handles coach matching, scheduling, and onboarding, so your team is not running the logistics.

  1. 01

    Baseline

    Pick the competencies that matter for each level and baseline every cohort before coaching starts.

  2. 02

    Coach

    Leaders at every level work with a matched coach, with reflection prompts and reminders between sessions.

  3. 03

    Report

    Measure again at the end and show the CEO and board the change, aggregated and anonymized.

Common questions from CHROs

What to know before the board conversation.

Boon baselines leaders on the competencies you choose, measures them again after coaching, and reports the change in aggregate. Across six-month Grow programs, leaders improve an average of 23 percent. You report measured behavior change alongside attendance and satisfaction. For the full method, see our guide to leadership development ROI.
Aggregate, anonymized pre and post competency results for each cohort and each level, compared with earlier cohorts. You can show where leadership is getting stronger and where it needs investment, without exposing any individual's coaching.
Yes. Individual sessions stay confidential. HR sees trends at the team and organization level only, never what a leader discussed with their coach.
Yes, in stages. Most CHROs start with one level, such as manager coaching, then add executives and teams on the same system, and each leader keeps their development history as they move up. If your team runs the day-to-day, see leadership development for People and L&D teams.
Programs typically go live within a week of signing, with one contract, one coach network, and one onboarding.

Show your board where leadership stands.

Book a 30-minute strategy call. We will look at where your leaders need support and how you would measure the change.

Book a strategy call