Vizuna vs Sounding Board
Vizuna vs Sounding Board
Sounding Board matches leaders with a network of certified human coaches through a leader-development platform, sold as an enterprise program. Vizuna is a continuous, self-serve weekly practice with no human coach and no program to enrol in.
How is Vizuna different from Sounding Board? Vizuna measures professional trust through source-protected colleague reflections using the Trust Equation (Credibility, Reliability, Safety, Selflessness), while Sounding Board focuses on blended human + ai leader development platform. Vizuna provides continuous, private measurement rather than periodic reviews.
- No human coach required — a continuous weekly practice rather than a matched coaching engagement
- Self-serve pricing published up front (Solo starts at $19/month); Sounding Board is sold as a negotiated enterprise program
- Source-protected colleague input built into the weekly practice, aggregated before you see it
Side-by-side comparison
| Dimension | Sounding Board | Vizuna |
|---|---|---|
| Delivery model | Certified human coach network + program software, blended | AI-guided, no human coach required |
| Pricing | Enterprise program, negotiated per engagement | Solo starts at $19/month, published |
| Target | Enterprise leader-development programs | Individuals and organisations, both self-serve and enterprise |
| Colleague input | Not part of the coaching model | Source-protected colleague input, aggregated before you see it |
| Cadence | Scheduled 1:1 and group coaching engagements | Continuous weekly practice |
Trust-by-design, not by policy
Vizuna is designed to keep organisation-facing reporting aggregate and source-protected, without turning trust into surveillance.
No names. No ranking.
Organisation-facing reporting is designed to reduce attribution risk and avoid linking trends back to one person.
Blended in, not shown.
Colleague input shapes your coaching quietly — you never see who said it, or in what words.
Patterns, not people.
The system is built to prevent monitoring or employee ranking.
Common concerns — and the reality
"This could expose leadership weaknesses."
Unmeasured trust doesn’t protect leaders. It only delays the moment they lose credibility.
"People will game the system."
Gaming is itself a signal of low trust. Well-designed systems surface this behaviour rather than conceal it.
"This won’t work in our culture."
Culture doesn’t reject trust. It rejects inconsistency and hypocrisy.
Ready to measure trust more directly than blended human + AI leader development platform?