This article walks you through how to update manager focus areas for AI Coaching in 15Five—either one-off or in bulk. Kona AI Coaching helps managers build critical skills by providing personalized, bite-sized coaching. As team priorities shift or as a manager grows, it’s important to keep AI Coaching focused on the areas that will drive the greatest impact. Whether you want to pivot based on recent engagement results, competency gaps, or evolving business goals, we’ll show you how to adjust managers' coaching focus areas to keep development efforts targeted and meaningful.
Access and availability
⛔️ Required access to Kona.
👥 This article is relevant to HR Admins and Account Admins.
📦 Kona is available as an add-on for companies on our Total Platform pricing package.
Note
Manager Effectiveness Action Plans are designed to span approximately three months. To maximize impact, we recommend avoiding frequent changes to focus areas, as this can disrupt managers' ability to complete their full development journey within an Action Plan.
How to Update Coaching Focus Areas
- Click Manager Coaching in 15Five's main, left-hand navigation and select "AI Coach — Kona" from the dropdown menu.
- You're now on the Kona Usage Report. In the People List, check the box to the left of the manager(s) you want to change the focus area for.
- Click Change focus area in the top, right-hand corner of the People List and select the new focus area from the dropdown menu.
- If the selected manager(s) have an active Action Plan tied to their current focus area, a pop-up will appear explaining that changing it will alter the results. Review the message carefully, then click Yes, change focus area to confirm.
- Updates take effect immediately. Managers will be notified of the change via Slack and email.
Frequently Asked Questions (FAQs) ❓
When assigning or updating focus areas, you can select one of the following areas:
- Manager 101: The foundational skills and mindset required for new and first-time managers to lead effectively—covering core practices like setting expectations, giving feedback, supporting growth, and navigating team dynamics with clarity, consistency, and confidence.
- Goals, Expectations, Alignment: The process of defining clear, measurable objectives and ensuring alignment between individual, team, and company priorities— clarifying expectations, tracking progress, and empowering employees to take ownership of their work with confidence and purpose.
- Feedback, Recognition, Difficult Conversations: The ability to provide clear, actionable input to help others improve performance, reinforce strengths, and drive growth. The ability to navigate high-stakes discussions with clarity and confidence.
- Psychological Safety, Collaboration: The ability to create a trusting, inclusive environment where employees feel safe to take risks, share ideas, and give feedback—especially during team formation or conflict—fostering open collaboration, mutual respect, and strong team cohesion.
- Coaching + Career Conversations: A proactive approach to employee development that involves guiding, mentoring, and supporting individuals in achieving their career aspirations—encouraging self-reflection, skill-building, and long-term growth through meaningful, future-focused discussions.
- Change Management: The ability to lead teams through transitions by fostering adaptability, maintaining clear communication, and proactively addressing concerns—ensuring employees feel supported, informed, and equipped to succeed in evolving circumstances.
- Performance Review Convo: The ability to navigate performance review cycles with fairness, clarity, and impact—ensuring performance is well-documented, feedback is actionable, and employees feel seen, supported, and motivated to grow based on clear, constructive insights.
Learn more about the behaviors that are measured for each of these focus areas →
Emails—like the focus area change notification—are sent to managers from notifications@15five.com.