Coaching programs live or die on their leadership champions. When your senior leaders understand what coaching is (and what it isn't) and actively support nominations, participation is stronger, engagement is higher, and the program earns its way into the culture.

This guide helps you announce the program to executives, department heads, and managers in a way that positions them as partners in building a culture of growth.

Step 1: Announce the Program to Leadership

Audience: Executives and department heads

Purpose: Introduce the Mento partnership, generate buy-in, and set the stage for nominations

💡 Before sending this email, consider hosting a brief leadership meeting or scheduling 1:1s with key stakeholders. When leaders understand the "why" behind the program and feel personally invested, nominations are stronger and engagement is higher.

Share a story. Something like: "I've seen coaching help leaders go from good to great, from stuck to unstuck, from reactive to strategic. This is that opportunity for our team."

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Subject: Investing in Leadership Development: Introducing Mento Coaching

Hi [Leadership Team],

We're excited to announce that [COMPANY] is launching a Coaching and Leadership Development Program in partnership with Mento, a leading provider of professional coaching. This initiative is part of our ongoing commitment to support the growth and success of our team members.

Why Mento Coaching?

As we scale, investing in our people isn't optional. It's the work. Mento pairs our people with coaches who have led teams at companies like Google, Salesforce, and McKinsey. Every coach is an operator first, coach second. Sessions are confidential. Participants bring what they're working on, and coaches help them build the skills, confidence, and judgment to lead at the next level.

With expert operator coaches across functions, we're confident they'll be matched with someone uniquely suited to support their development.

Why This Matters

Professional coaching has been shown to support stronger decision-making, increased confidence, and greater team impact. This program will help us strengthen:

• Leadership development across the organization
• Career growth and employee engagement
• Organizational effectiveness and retention

Your Role as a Leader

Your support reinforces the value of this investment. We encourage you to:

• Champion growth and development on your teams
• Nominate high-potential team members who are ready to grow (details coming soon)
• Stay connected with participants about their progress
• Share feedback to help shape the future of this program

What Happens Next

1. Participants will be invited to an onboarding session to kick off their coaching journey
2. They'll complete a brief matching process to find the right coach
3. Coaching begins—biweekly 1:1 sessions over the course of the year
4. We'll provide regular updates and opportunities for feedback throughout

Thank you for supporting this meaningful initiative. We're excited to see how it contributes to personal and organizational growth.

Best,

[Your Name]

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Step 2: Request Nominations from Managers

Audience: People Managers

Purpose: Invite managers to nominate high-potential team members based on clear criteria.

✅ Ideal Nominee Profile – Share This with Managers

The best coaching candidates are:

• Growth-oriented – They actively seek feedback and want to develop new skills
• In motion – Recently promoted, preparing for bigger roles, or navigating transitions
• High-impact – Strong performers who influence others positively
• Willing to engage – Ready to commit to biweekly sessions and own their growth

Red flags: