This article walks through the reporting elements on the HR Outcomes Dashboard that you can use to analyze AI Coaching insights from Kona. 15Five's HR Outcomes Dashboard is HR's strategic command center, allowing you to measure impact, get insights, and assign targeted actions— all in one place. Within the dashboard, you'll find specific elements and reports designed to help you identify coaching opportunities, evaluate manager effectiveness, and prioritize areas for development based on AI-driven insights.
This article contains the following sections:
- Access the HR Outcomes Dashboard 👩💻
- Manager Summary Report 🎯
- AI Coach Insights Report 🤖
- Frequently Asked Questions (FAQs) ❓
Access and availability
⛔️ Required access to Kona and the HR Outcomes Dashboard.
👥 This article is relevant to HR Admins.
📦 Kona is available as an add-on for companies on our Total Platform pricing package.
Access the HR Outcomes Dashboard 👩💻
You can access the HR Outcomes Dashboard by selecting Outcomes Dashboard from your main left-hand navigation.
The HR Outcomes Dashboard displays your organization's current scores for Engagement, Performance, and Turnover, alongside data insights that help you analyze trends, compare outcomes, and identify areas for improvement.
From the "Manager Effectiveness" tab of this dashboard, you can access targeted reports that help you analyze AI Coaching insights from Kona.
Tip
While this article focuses specifically on Kona reporting within the HR Outcomes Dashboard, you can explore a full overview of the dashboard and its capabilities in this article.
Manager Summary Report 🎯
The Manager Summary Report (in-app link) helps you identify where targeted manager support can drive meaningful improvements in engagement, performance, and retention. It surfaces managers who have the greatest opportunities for impact based on a combination of urgency, AI-driven insights, and recent activity.
You can access the report in two ways:
- By navigating to Outcomes Dashboard > Manager Effectiveness > Manager Summary.
- From the HR Outcomes Dashboard, by clicking Review insights in the Manager Summary Opportunity Callout, located just below the Outcome Tiles.
This report is made up of two main elements: the Manager Table and Manager Details Panels.
Manager Table
The Manager Table provides a prioritized view of which managers may benefit most from additional support.
It includes the following details:
- Manager: Displays the manager’s name, role, and avatar.
- Urgency: Indicates the level of need for support—High, Medium, or Low—based on AI-driven analysis.
- Recommended focus area: The AI coaching focus area 15five recommends for the manager.
- AI summary: A brief explanation of why this focus area was selected, based on observed behaviors.
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Last Actions: The most recent manager effectiveness activity completed (e.g., course completion, coaching session attendance).
For example, in the screenshot above, Ethan Carlson is flagged with High urgency around Change Management, and the latest manager effectiveness action he took was attending a group coaching session.
Tip
Once you've determined which managers you want to take action with, click the checkbox next to their names to include them in an Action Plan.
Manager Details Panels
Click on a manager's name to open the Manager Details panel, which includes their Opportunity Report and Manager Effectiveness Indicator (MEI) Factor Ranking.
The Opportunity Report provides a comprehensive snapshot of key team metrics and coaching opportunities for each manager.
It contains the following information:
- Lowest engagement driver: Shows the engagement driver from your organization's most recent engagement campaign that the manager's team scored lowest in.
- Performance Designation: Indicates whether the manager is a top, mid, or low performer based on data from Best-Self Review®. Learn how to configure performance designation in the HR Outcomes Dashboard →
- Team Metrics: Number of top and low performers, Team size, Recent team growth.
- Tenure: How long the manager has been at your organization.
- AI Summary: Recommended AI coaching focus area for the manager and a supporting insight.
The Manager Effectiveness Indicator (MEI) Factor Ranking shows you the manager's current scores in manager effectiveness competencies. These scores are used to determine the manager's MEI score.
Note
The Manager Effectiveness Indicator (MEI) is a dynamic score in 15Five that reflects how effectively a manager demonstrates key leadership competencies. It’s calculated using data from Manager Effectiveness Review Cycles and Engagement Surveys, helping organizations identify strengths and growth opportunities across their leadership team. Learn more →
AI Coach Insights Report 🤖
The AI Coach Insights Report (in-app link), powered by Kona, helps you assess how effectively managers are supporting their teams during 1-on-1 meetings across key development areas.
You can access the report by navigating to Outcomes Dashboard > Manager Effectiveness > AI Coach Insights.
The report provides scores for each AI Coaching focus area, with aligned coaching behaviors organized beneath each focus area. Insights combine behavior frequency, trend data, and quality ratings, giving you a clear, actionable view of coaching effectiveness across your organization.
Tip
This report is especially useful for tracking manager effectiveness between formal manager effectiveness assessments (engagement surveys or reviews). If a manager is struggling in a key area, you can identify it early and intervene with targeted support—before it impacts team outcomes.
In this report, you can access the following information:
- Focus area & aligned behaviors: Lists each AI Coaching focus area (e.g., Change Management) along with the specific coaching behaviors that support it. Learn more about focus areas and behaviors →
- Behavior frequency: Shows the percentage of manager 1-on-1s where the behavior occurred, compared to expectations for how often it should occur. Kona checks whether each behavior shows up in a meeting, essentially answering: Out of all meetings during this period, how many included evidence of this behavior?
- Trend: Indicates the change in behavior frequency compared to the previous month, showing the percentage increase (or decrease) over time.
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Quality: Summarizes how well the behavior was demonstrated during the meetings where it appeared, based on Kona’s qualitative analysis. Each behavior is assigned a letter grade (e.g., C+, B-) to reflect its effectiveness and impact.
See examples of “perfect” quality for each behavior- Asked for Feedback: The manager proactively sought specific feedback with genuine curiosity, creating a comfortable environment for input and demonstrating clear intent to improve.
- Career Development: The manager engaged in a thoughtful career growth conversation, providing clear guidance, identifying skills or opportunities, and empowering the employee with a sense of direction toward long-term development.
- Change Management + Resiliency: The manager guided the team through change with clear communication, addressing emotional and logistical impacts, and providing concrete strategies for adapting, managing uncertainty, or building resilience.
- Coaching: The manager facilitated coaching through insightful questions, active listening, and reflective guidance, empowering the employee with greater self-awareness and a clear development path.
- Conflict Management: The manager navigated conflict by actively listening to all perspectives, fostering open dialogue, and guiding the team toward a respectful, mutually agreeable resolution that maintained a positive dynamic.
- Delegation: The manager delegated tasks with clear expectations aligned to individual strengths and development needs, empowering ownership and accountability with appropriate support.
- Difficult Conversation: The manager navigated sensitive topics with honesty, empathy, and composure, addressing issues directly while preserving trust and strengthening the working relationship.
- Diversity, Equity, Inclusion: The manager fostered an inclusive environment where diverse voices were valued, equitable opportunities were promoted, and intentional actions addressed bias or barriers to inclusion.
- Expectation Setting: The manager reinforced responsibilities, priorities, and success criteria, ensuring team alignment with minimal ambiguity, even when ownership was implied from prior discussions.
- Giving Constructive Feedback: The manager provided actionable feedback with specific examples, clearly addressing areas for improvement and the impact it had on the team or work.
- Leader Availability + Support: The manager remained accessible, proactively offering tailored support, removing obstacles, and ensuring employees had the resources, guidance, and stakeholder influence needed to succeed.
- Managing the Individual: The manager understood each team member’s unique strengths, motivations, and challenges, tailoring support, feedback, and opportunities to foster individual success.
- Performance Review Convo: The manager conducted a structured performance discussion that assessed accomplishments, offered actionable feedback, and set clear growth goals, fostering alignment and accountability.
- Prioritization: The manager clearly identified and communicated top priorities, focusing the team on high-impact work with structured guidance on managing time and resources.
- Psych Safety + Collaboration: The manager is clearly working towards a team environment where employees can feel safe to share ideas, included in the group, free to take risks, and able to collaborate openly.
- Receiving Feedback: The manager listened to feedback with openness and appreciation, processed input thoughtfully, and demonstrated a commitment to growth by applying feedback constructively.
- Recognition and Praise: The manager promptly and specifically acknowledged individual contributions, reinforcing positive behaviors and motivating continued engagement and performance.
- Vision + Goals + Objectives: The manager clearly communicated strategy, translated it into actionable goals, and consistently reinforced the broader meaning behind the team's work, fostering alignment and motivation toward company priorities.
Frequently Asked Questions (FAQs) ❓
Urgency is calculated using a set of defined rules that consider multiple factors, including a manager’s tenure, their own performance, and signals from their team—such as team performance and engagement levels. These signals help surface which managers may benefit most from timely support and coaching.
The following AI Coaching Focus Areas are available:
- Change Management
- Coaching + Career Conversations
- Feedback, Recognition, Difficult Conversations
- Goals, Expectations, Alignment
- Manager 101
- Performance Review Convo
- Psychological Safety + Collaboration
You can read more about each of these focus areas and their aligned behaviors in this article.
The Quality score reflects how effectively a manager demonstrated a specific behavior during their 1-on-1 meetings. A high score means the behavior was generally executed well when it appeared, showing strong intent, clarity, or follow-through. A low score indicates the behavior may have occurred, but the execution was often lacking or could be improved.
Use the Quality score to identify coaching opportunities: focus on behaviors that are showing up frequently but are being executed with low quality to drive meaningful improvement.
Not at this time.
Start by identifying managers flagged as high urgency in the Manager Summary Report. These managers have the greatest opportunity for impact. From there, create targeted Action Plans based on their recommended Focus Areas to help them build the skills they need to succeed.
You can also use the AI Coach Insights Report to monitor behavior quality and frequency over time, ensuring each plan is backed by real data and tied to measurable outcomes.