When your managers are underwater.
Cohort-based development for new and rising managers. A six-month program that builds the skills most first-time managers never learned: feedback, delegation, and difficult conversations.
Pre-to-post growth · manager competencies
Aggregate competency growth across GROW cohorts. ~+23% weighted.
01 · THE MANAGER GAP
Promoted on Tuesday. Running 1:1s by Friday.
Great ICs get promoted for their output, not for skills nobody taught them. GROW builds the people-leadership skills over six months, so your team doesn't pay the price while your managers figure it out.
Workshops & training days
Boon GROW
02 · THE STRUCTURE
Six months, three phases.
How does Boon GROW work?
Twelve 45-minute 1:1 coaching sessions over six months, with peer cohort sessions woven throughout. The cadence gives skills time to land on the team between conversations, which is the difference between a workshop and a change in how someone actually manages.
Phase 02 · Development · Month 3–4
Rep the skills that make the job.
Bi-weekly 1:1s focus on the competencies the intake surfaced — feedback, delegation, prioritization, difficult conversations. Peer cohort sessions run throughout: the room where managers bring the live situation and the cohort pressure-tests it.
Manager alignment
Three touchpoints with the manager's manager.
A short, structured check-in at kickoff, midpoint, and close. The manager's manager sees what the participant is working on, where they need support, and what changed, without sitting inside the coaching itself.
Click a phase to see what's happening there.
03 · MEASURED PRE, MEASURED POST
Behavior change, verified.
Measurement only matters if it reflects how managers actually show up. GROW tracks specific, role-relevant leadership behaviors across the full program, at cohort level.
What we measure
- Core leadership competencies
- Change over time at cohort level
How we verify
- Pre and post assessments
- Ongoing coach observation
Program Impact
Measuring competency growth
Anonymized cohort data
04 · HOW MUCH
Flat per-participant. Everything included.
One line in your budget covers 1:1 coaching, peer sessions, assessments, manager alignment, and the cohort impact report. No hidden add-ons.
Per-cohort pricing
Flat fee per participant. Nothing extra.
- 0112 1:1 coaching sessions per participant
- 02Peer cohort sessions throughout
- 03Pre and post competency assessments
- 04Manager alignment (three touchpoints)
- 05Cohort-level impact report
- 06Flexible cohort sizes, 8 to 50
Launch in 2-3 weeks from kickoff
05 · ELSEWHERE IN THE SYSTEM
GROW is one pillar of five.
Many organizations run GROW for managers alongside SCALE for the broader team and EXEC for senior leaders. The vocabulary compounds instead of resetting at every level.
See the full systemSOCIAL PROOF
What managers say after a cohort.
Trusted by people-first organizations
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
From cohort feedback
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
From cohort feedback
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
From cohort feedback
FAQs
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Kick off your first cohort next quarter.
A short conversation to understand your organization and see if GROW is a fit.
Book a Strategy Call