Sponsor Overview Insights

This guide provides essential information for Sounding Board Platform Admin, Sponsor and Stakeholder role users to effectively navigate and utilize the Sponsor Overview Insights Dashboard. This dashboard provided valuable insights into coaching programs and empowers users to leverage the data for informed decision-making.

Impacts of the Dashboard

The Sponsor Overview Insights Dashboard is designed to provide senior leaders and talent development stakeholders with a high-level, data-driven overview of the impact and value of coaching engagements delivered through the Sounding Board platform. This dashboard equips users with the insights needed to evaluate coaching ROI and leadership development outcomes across the organization.

The dashboard includes a financial ROI estimator that links coaching investments directly to measurable leadership development, supported by industry-standard benchmarks. This helps users clearly see the economic return for every dollar spent on developing leaders through coaching.

But the impact goes deeper. The dashboard provides comprehensive visibility into leadership growth from both the coachee and manager perspectives—capturing shifts in job fulfillment, sustained behavioral change, and alignment on the demonstration of key organizational leadership capabilities on a daily basis.

With real-time metrics on coaching effectiveness, developmental alignment, and Net Promoter Scores (NPS), decision-makers can ensure their leadership development strategy is not only evidence-based, but also tightly aligned to the organization’s most critical talent priorities. It's not just about tracking progress—it's about confidently investing in the leaders who will drive business forward.

Dashboard Details

The following sections provide details about each dashboard section and the cards within the section. All of the cards require data from Sounding Board Core Surveys, so it is important to ensure these surveys are being used on coaching programs and being completed by users. 

Organizational ROI 

ROI Estimator

At the top of the dashboard, you’ll find the Organizational ROI section and the ROI Estimator card. This ROI calculation is grounded in the Phillips Evaluation Model. This card connects financial investment in coaching with the anticipated return, using industry-standard salary benchmarks. It helps answer the question: For every dollar spent on coaching, how much value is being reinvested back into the organization through improved leadership performance?

This card only calculates ROI for 1:1 Coaching. Survey results for Group Coaching are ignored, and filtering by Group Coaching module will clear the card results. 

The Organization ROI section.

The calculation for this card is ROI = (Benefit - Cost) / Cost. In order to achieve this number, company Sponsors (or platform admins) must fill out the respective cost fields within the Company Profile page. Those fields are Average Salary and Amount Invested. 

For the benefit part of the calculation, the two performance impact percentages from the Performance Estimation section are used. See the section below for more information about these cards. 

The required Average Salary and Amount Invested fields on the Company Profile page. 

*Note: Guide Company Sponsors can fill the above two themselves. Expand custom Sponsors will need to reach out to a Sounding Board Customer Experience rep to input the number on their behalf.

To learn more about the Organizational ROI insight, see this article: Understanding the Organizational ROI Insight

Leader ROI

This section contains four cards that demonstrate how leaders participating in leadership coaching achieve significantly greater growth than those who develop independently, with clearer goals, stronger behavioral shifts, and accelerated progress. Beyond capability development, coached users also report higher fulfillment in their roles, citing greater confidence, purpose, and alignment in their day-to-day work. Most notably, this growth is sustained over time, with follow-up assessments showing continued advancement well beyond the coaching engagement — underscoring coaching’s long-term impact on both performance and engagement.

These insights are derived from surveys completed by both coachees and their managers. They highlight:

• Perceived growth in leadership capabilities that coachees attribute directly to their coaching experience.

• Job fulfillment improvements from the start to the end of coaching.

• Confidence in sustaining growth, where leaders report their belief that developmental progress will endure post-coaching.

• Manager observations affirming that coaching facilitated meaningful leadership development.

Coachee Growth Card

Coachees who engage with a coach consistently report higher levels of growth across key capabilities compared to those who navigate development independently. When guided by a coach, users demonstrate sharper goal clarity, more consistent behavioral shifts, and accelerated progress — outcomes that are significantly less prevalent among self-directed participants. The presence of a coach not only enhances accountability but also drives deeper reflection and application, resulting in more impactful and sustained development.

Surveys and Questions

*Card should display total percent of all respondents who answered “slightly agree” or “agree” to the statement on the final survey of engagement

• 1:1 Coaching
  • Survey: Coachee Checkpoint A/B
    • My coach is helping me achieve growth that I wouldn’t have achieved alone.
      • Answer(Scale): Disagree, Slightly Disagree, Neutral, Slightly Agree, Agree
• Group Coaching
  • Survey: Group Coachee Checkpoint A/B
    • My group coach helped me achieve growth that I wouldn’t have achieved alone.
      • Answer(Scale): Disagree, Slightly Disagree, Neutral, Slightly Agree, Agree

Coachee Fullfillment

Beyond skills acquisition, coaching significantly contributes to enhanced role fulfillment. Survey data shows that coached users report markedly higher levels of job satisfaction, purpose alignment, and confidence in their day-to-day roles. These users express a greater sense of agency and meaning in their work, suggesting that coaching unlocks not only performance, but also personal engagement — a key driver of retention and productivity.

Surveys and Questions

*Card should display total percent of all respondents who answered “Fulfilled & have purpose” or “Challenged & excited” to the statement

• 1:1 Coaching
  • Survey: Coachee Checkpoint A/B
    • How are you currently feeling about your job specifically? Select all that apply from the list below.
      • Answers:
        • Fulfilled & have purpose
        • Challenged & excited
• Group Coaching
  • Survey: Group Coachee Checkpoint A/B
    • How are you currently feeling about your job specifically? Select all that apply from the list below.
      • Answers:
        • Fulfilled & have purpose
        • Challenged & excited

Coachee Sustained Growth

Crucially, the benefits of coaching extend well beyond the duration of the engagement itself. Follow-up assessments indicate that coached users maintain — and often continue to build upon — their growth over time. This sustained impact speaks to the depth of transformation coaching enables, embedding mindsets and behaviors that endure and evolve, long after the final session concludes.

Surveys and Questions

*Card should display total percent of all respondents who answered “slightly agree” or “agree” to the statement

• 1:1 Coaching
  • Survey: Coachee Checkpoint A/B
    • I am confident I will be able to sustain the gains I have made from coaching.
      • Answers (Scale): Disagree, Slightly Disagree, Neutral, Slightly Agree, Agree
• Group Coaching
  • Survey: Group Coachee Checkpoint A/B
    • I am confident I will be able to sustain the gains I have made from the group coaching experience.
      • Answers (Scale): Disagree, Slightly Disagree, Neutral, Slightly Agree, Agree

Manager Reported Growth

Managers consistently report that coaching accelerates leadership development among their team members. Through structured reflection and targeted guidance, employees exhibit stronger decision-making, increased ownership, and greater strategic thinking. Coaching enables emerging leaders to step confidently into broader responsibilities, enhancing their readiness for future roles and contributing to stronger leadership pipelines across the organization.

Surveys and Questions

*Card should display total percent of all respondents who answered “slightly agree” or “agree” to the statement

• 1:1 Coaching
  • Survey: Manager Journey Checkpoint
    • Coaching facilitated the leadership development of my employee.
      • Answer (Scale): Disagree, Slightly Disagree, Neutral, Slightly Agree, Agree
• Group Coaching (Not Applicable)
  • Managers are not sent surveys for group coaching engagements. Card will need to show the empty state when the group coaching module filter is applied.

Organizational Impact

Coaching-fueled leadership development yields measurable performance improvements, both in the immediate term and over time. Managers report that coached leaders not only achieve stronger performance outcomes — such as improved team productivity, alignment, and accountability — but also demonstrate behaviors indicative of continued growth. This trajectory enables organizations to project sustained impact, with the ripple effect of leadership development anticipated to drive broader team and business performance in the long term. These insights reinforce coaching as both a realized and strategic investment in organizational excellence.

Organization Impact section.

This section includes:

• Achieved Performance Impact: The coachee’s perception of how much their performance has improved due to coaching.

• Projected Performance Impact: An estimate of future performance gains over the next six months, based on the coachee’s current trajectory.

These metrics help quantify how coaching is influencing day-to-day effectiveness and long-term potential.

Section Calculation Details

• Population: All coachees who answered the question - any engagement status.
• Shows average response score from all coachee survey responses.

Achieved Performance Impact Card

Surveys and Questions

• Survey: Checkpoint A/B
  • How much has your performance improved so far as a result of coaching? (in %)
    • Answer (Scale): 0%--50%--100%

Projected Performance Impact Card

Surveys and Questions

• Survey: Checkpoint A/B
  • Please estimate how much your performance will improve over the next 6 months as a result of coaching. (in %)
    • Answer (Scale): 0%--50%--100%

Leadership Capabilities

This area consolidates ratings from coachees and managers across an organization's targeted leadership capabilities. The section includes

• Growth trends across multiple time periods.

• Alignment between coachees and managers, showcasing how consistently leadership behaviors are observed.

• Top 5 Focus Areas: The most common developmental goals set by coachees and their managers at the start of coaching.

• Top 5 Growth Areas: The capabilities where the most growth was reported, indicating coaching effectiveness.

These views help ensure the coaching strategy aligns with broader talent development goals.

Section Calculation Details

Cards show data from all coachees and managers who completed the relevant surveys. Count all coachees and managers regardless of current engagement status.

Leadership Capability Scores

Coachee and manager perceived growth of key leadership capabilities targeted through coaching.

Data for this is same as what’s in the current Leadership Capability Growth chart on the Impact insights dashboard. 

The columns on chart are dynamic, based on how many surveys were completed. It can show up to 6 entries (3 times for the surveys sent during the course of standard 6 month engagement, and 3 extensions).

The dots on the lines will be dynamically sized based on how many respondents. 

• Each X axis point represents a specific survey.

• Y axis number is the average score across all leadership capabilities, across all the responses from all users, regardless of engagement status.

• First response, Second and Third Response X axis columns:

  • Same surveys and questions we count on the current Leadership Capability Growth chart.

• Fourth Response and above:

  • Any survey (could be a Checkpoint or Journey Checkpoint) that is sent after three (or more) previous surveys have been sent

• Tooltip shows the average rating for all coachee and managers who completed survey, and the total number of coachees and managers who completed the survey.

Surveys and Questions

• Coachee Surveys
  • Survey: Leadership Profile
    • Please rate your ability to demonstrate the leadership capabilities below on a daily basis. As part of your manager’s dashboard, they will be able to see these ratings – as compared to their own – but this is the only element of this Leadership Profile they can see.
      • [Program Leadership Capabilities list and descriptions]
  • Survey: Coachee Checkpoint B
    • Please rate your ability to demonstrate the leadership capabilities below on a daily basis
      • [Program Leadership Capabilities list and descriptions]
  • Survey: Coachee Checkpoint A/B
    • Please rate your ability to demonstrate the leadership capabilities below on a daily basis
      • [Program Leadership Capabilities list and descriptions]
• Manager Surveys
  • Survey: Manager Perspective
    • Please rate your employee’s ability to demonstrate the leadership capabilities below on a daily basis.
      • [Program Leadership Capabilities list and descriptions]
  • Survey: Manager Midpoint Checkpoint
    • Please rate your employee’s ability to demonstrate the leadership capabilities below on a daily basis.
      • [Program Leadership Capabilities list and descriptions]
  • Survey: Manager Journey Checkpoint
    • Please rate your employee’s ability to demonstrate the leadership capabilities below on a daily basis.
      • [Program Leadership Capabilities list and descriptions]

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Leadership Capability Score Summaries

These three cards provide a quick at a glance summary of what what the Leadership Capabilities line chart shows. There are three cards in this section: 

Coachee Self-Reported Score

This card shows the average growth, across all Leadership Capability growth scores, averaged across all coachees who completed the surveys, from the beginning to the end of their engagement.

This calculation takes the difference of the averaged Leadership Capability score from the Journey Checkpoint survey and the averaged Leadership Capability score from the Leadership Profile. The growth is then calculated by taking the difference over the initial averaged Leadership Capability score.

Growth = percentage difference between first and last score: ((final averaged LC score - initial averaged LC score) / initial averaged LC score) * 100

Manager Reported Score

This card is the same as Coachee Self-Reported score card, but it looks at manager’s survey’s responses.

Capability Score Alignment

The card shows the percentage difference between the manager and coachee self-reported scores (the two cards above this card). 

• Calculation is: (smaller score / larger score) * 100

• Example using scores from the image above: 32/38 = .84 * 100 = 84%

• When score is 80% or higher, the card will show the text “(Strong).” When score is less than 80%, card does not show any text.

Surveys and Questions

• Coachee
  • First Survey: Leadership Profile
    • Please rate your ability to demonstrate the leadership capabilities below on a daily basis. As part of your manager’s dashboard, they will be able to see these ratings – as compared to their own – but this is the only element of this Leadership Profile they can see.
      • [Leadership Capabilities list and descriptions]
  • Second Survey: Checkpoint A/B
    • Please rate your ability to demonstrate the leadership capabilities below on a daily basis. The ratings you provided at the start of your coaching journey are indicated underneath each scale for comparison.
      • [Leadership Capabilities list and descriptions]
• Manager
  • First Survey: Manager’s Perspective
    • Please rate your employee’s ability to demonstrate the leadership capabilities below on a daily basis.
      • [Leadership Capabilities list and descriptions]
  • Second Survey: Manager Journey Checkpoint
    • Please rate your employee’s ability to demonstrate the leadership capabilities below on a daily basis.
      • [Leadership Capabilities list and descriptions]

Top 5 Focus Areas Card

This card provides a comparison between what coachee's and their managers reported should be the top leadership capabilities the coachee should grow in during the coachee engagement. This card provides insights into how aligned the coachee and manager were at the start of the engagement on where the coachee's growth should be focussed. 

Population: Coachee and Manager survey respondents. Counts all users who completed survey, any engagement status, including users not currently in an engagement.

Card displays two columns:

1. Coachee Indicated: Top five leadership capabilities coachees said they want to improve in (on aggregate across all coachees who answered the survey)

2. Manager Indicated: Top five leadership capabilities managers said they they want their direct reports (coachees) to improve on (on aggregate across all coachees who answered the survey)

Surveys and Questions

• Coachee
  • Survey: Leadership Profile
    • From the list below, please select the top 3-5 leadership capabilities you need to develop most to have the greatest impact on your ability to lead to your organization’s desired business outcomes.
      • [Leadership Capabilities list and descriptions]
• Manager
  • Survey: Manager’s Perspective
    • From the list below, please select the 3-5 leadership capabilities that you believe will have the greatest impact on your employee’s capability to lead to the desired business outcomes for your team.
      • [Leadership Capabilities list and descriptions]

Top 5 Growth Areas Card

This card provides a comparison between coachee's and their managers self reported assessment of what coaching program leadership capabilities the coachee grew the most in over the course of the coaching engagement. This card compares coachee and manager survey data from the beginning and end of the coaching engagement, and shows the five leadership capabilities that had the largest growth reported. 

This card provides insights into how aligned the coachee and manager are on their perceived areas (program leadership capabilities) that the coachee grew in the most over the course of the engagement. 

Population: Coachee and Manager survey respondents. Counts all users who completed both surveys, in any engagement status, including users not currently in an engagement.

Only counts coachee and manage who answered the question on both surveys. Exclude any user who only completed the question on one of the surveys.

Card displays two columns:

1. Coachee Indicated: Top five leadership capabilities with the highest growth percentage (highest percent difference in scores between first and second survey response) (on average across all coachees who answered both surveys).

   1. If one or more of the top five happen to be negative growth, they should still be displayed.

2. Manager Indicated: Same as coachee, but from manager responses.

Surveys and Questions

• Coachee
  • First Survey: Leadership Profile
    • Please rate your ability to demonstrate the leadership capabilities below on a daily basis. As part of your manager’s dashboard, they will be able to see these ratings – as compared to their own – but this is the only element of this Leadership Profile they can see.
      • [Leadership Capabilities list and descriptions]
  • Second Survey: Checkpoint A/B
    • Please rate your ability to demonstrate the leadership capabilities below on a daily basis. The ratings you provided at the start of your coaching journey are indicated underneath each scale for comparison.
      • [Leadership Capabilities list and descriptions]
• Manager
  • First Survey: Manager’s Perspective
    • From the list below, please select the 3-5 leadership capabilities that this leader successfully demonstrates on a daily basis. Select the areas that you consider to be this leader’s strengths.
      • [Leadership Capabilities list and descriptions]
  • Second Survey: Manager Journey Checkpoint
    • Please rate your employee’s ability to demonstrate the leadership capabilities below on a daily basis.
      • [Leadership Capabilities list and descriptions]

Program Satisfaction

To round out the dashboard, Net Promoter Scores (NPS) provide feedback on coaching quality and satisfaction. These cards provides a quick view of overall participant satisfaction and program recommendation levels, based on survey data from both active and completed engagements.

Applying These Insights

This information shows how strongly leaders value the coaching program. You can use these insights to support continued investment and make the case for program expansion.

Calculation

Population: Coachee and Manager survey respondents. Counts all users who completed surveys, in any engagement status, including users not currently in an engagement.

Surveys and Questions

• Coaching NPS (Coachee): Reflects the overall coachee experience with coaching, platform usability, and onboarding.

  • Survey: Coachee Checkpoint A/B
    • How likely are you to recommend coaching to others?
      • Answer (Scale): 1-10, 0=Not at all likely and 10=Extremely likely

• Coaching NPS (Manager): Captures how likely managers are to recommend coaching through Sounding Board to others in the organization.

  • Survey: Manager Journey Checkpoint
    • How likely are you to recommend coaching to others?
      • Answer (Scale): 1-10, 0=Not at all likely and 10=Extremely likely

• Coach NPS (Coachee): Measures how likely a coachee is to recommend their individual coach.

  • Survey: Coachee Checkpoint A/B
    • How likely are you to recommend your coach to others?
      • Answer (Scale): 1-10, 0=Not at all likely and 10=Extremely likely