PREPARED FOR ROBINHOOD

GROW

Leadership coaching that ties to your competencies, not a generic framework.

What It Is

Coaching for high-potential leaders

Boon GROW is a nomination-based coaching program where each participant works 1:1 with a current or former executive, matched to their goals, industry, and development areas.

Our Coaches

Operators coaching operators

Boon matches leaders with coaches who have operated at the same altitude. Former executives, functional leaders, and builders who understand the decisions your people are actually making.

Amy Kelly Lauer

Amy Kelly Lauer

Former SVP/GM at Sephora, Old Navy, Gap
20+ years in retail leadership

"I help operators stop carrying decisions they shouldn't have to make alone."

Colin Cosgrove

Colin Cosgrove

Former Head of Compliance at Google
11 years at Google

"I coach leaders navigating complexity who need a thought partner, not a playbook."

Olga Volgin

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."

How It Works

How the program runs

1

Define leadership priorities

Identify Robinhood's core competencies; participants choose focus areas that match their growth edges

2

Enroll participants

Add employees via the portal; they receive a 5-minute welcome survey

3

Coach matching

Boon matches each participant with 2 coach options within 24 hours

4

Coaching begins

8-12 sessions over 4-6 months, 45 min each, via Zoom

5

Collect feedback

Pre/post competency assessments, manager input, and engagement data

Manager Visibility

Connected, not invasive

Managers stay in the loop without compromising the coaching relationship.

What Managers See

  • Enrollment status
  • Sessions completed
  • Focus areas (theme-level)
  • Pre/post survey inputs
  • Option to request alignment call

What Stays Confidential

  • Session content and notes
  • Private conversations
  • Personal issues discussed
  • Anything that could be used for performance management
This is leadership acceleration, not performance correction. Content stays between participant and coach.
Pilot Options

Two ways to structure it

Starter Pilot

20-25 participants
  • 4-month duration
  • 8 sessions per person
  • Manager portal access
  • Pre/post surveys
  • Competency mapping

Full Pilot

40-50 participants
  • 6-month duration
  • 12 sessions per person
  • Everything in Starter
  • Group coaching option
  • Quarterly insights report
What We Measure

What the pilot is designed to answer

Engagement & adoption

Are participants actually showing up, staying engaged, and continuing past early sessions?

Competency movement

Do participants show measurable improvement in the specific leadership areas the program targets?

Manager-observed behavior change

Do managers notice concrete shifts in how participants lead, communicate, and make decisions?

Downstream indicators

Are there early signals that coaching is strengthening readiness, confidence, or retention intent?

These metrics are intended to support comparison in an A/B pilot, not to replace performance management or promotion decisions.
Where This Goes

A pilot is just the starting point

We're not pitching a vendor relationship. We're proposing a foundation for how Robinhood develops leaders at every level.

1

Prove the model

Run a focused pilot with high-potentials. Measure what shifts. Learn what Robinhood leaders actually need.

2

Expand intentionally

Extend to new managers, senior leaders, or specific functions based on what the data shows.

3

Build a system, not a stack

One partner who knows your culture, your competencies, and your people. Not four disconnected vendors.