Promoted into management is not the same as prepared for it.
Companies promote strong individual contributors and call it a development plan. Boon prepares them to manage: each manager works with a dedicated coach, on their real team and real situations, with competency measurement your company can see.
Trusted by teams building leaders at scale
The promotion was the easy part.
Most companies promote their strongest individual contributors, announce it in Slack, and consider the development done. The skills that earned the promotion are not the skills the new job requires.
A new manager workshop happens once. The hard moments happen weekly: the first piece of critical feedback, the former peer who now reports to them, the review cycle nobody explained.
Unsupported managers show up in the numbers you already track: disengaged teams, regretted attrition, and projects that stall while a new manager learns by trial and error.
A training event vs. ongoing development.
A scheduled event. One or two days, then back to work.
Continuous. Support arrives in the weeks and months when managing is actually hard.
Generic scenarios built for a room full of strangers.
The manager's real situation: this team, this underperformer, this first review cycle.
Lecture, slides, role-play with people they just met.
1:1 conversations with a dedicated coach who knows their context and remembers last month.
Notes in a drawer. Most of it fades within weeks.
Applied between sessions, revisited with the coach, and built into how they run the team.
Attendance and a satisfaction survey.
Pre/post competency change against a defined leadership framework.
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.
Development that shows up in the moments that matter.
Each manager gets a dedicated coach and a structured program. Your People team gets a cohort they can launch in days and measure at the end.
Each manager is matched with an experienced coach based on role, industry, and the situations they are walking into, not a rotating bench.
Recurring 1:1 sessions over the program, with nudges and preparation between sessions in Slack or Teams, where the work already happens.
Pre/post competency assessment against a defined framework. People teams get aggregate dashboards; session content stays confidential.
Usage-based: you pay for coaching that gets used, with no per-seat commitment. We share numbers on the first call.
Development you can measure.
Measured pre/post against each client's own leadership framework.
Managers show up when the coach match fits the role and the moment.
From participants across Boon coaching programs.
Coaches who have managed teams.
A sample of the coaches Boon matches with new and rising managers.
Coaches new sales and revenue managers on delegation, trust, and performance culture under targets.
Coaches first-time tech managers on focus, execution, and building high performing teams.
Coaches retail and consumer managers on scale, performance, and leading former peers.
Coaches rising leaders on decision making under pressure, presence, and difficult conversations.
Common Questions
About manager development
See what prepared managers look like.
30 minutes, no sales pitch. We'll walk through how a manager cohort would work for your team, what gets measured, and what it costs.
- Whether Boon fits your managers and goals
- How coach matching and measurement work
- How usage-based pricing scales with your cohort
You'll meet Alex Simmons
Co-Founder & CEO, Boon
Prefer email? Write to us and we'll reply within one business day: asimmons@boon-health.com