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Review the guidance below and templates to announce the program to leaders, encourage nominations, and reinforce a culture of growth and development, Designed to engage executives, department heads, and managers as champions of growth.
To ensure the program supports the development of emerging leaders across your company, we’ve outlined a clear and collaborative nomination process that you can use.
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The quality of your coaching cohort starts with thoughtful nomination. This guide helps you identify and nominate employees who will get the most value from Mento coaching and contribute to program success.
Great coaching programs start with great nominations. When you identify the right people and set them up for success, coaching becomes transformational—for them, for their teams, and for your organization.Here's how to spot coaching-ready employees and nominate them in a way that drives real impact.
Great coaching programs start with great nominations. When you identify the right people and set them up for success, coaching becomes transformational—for them, for their teams, and for your organization.
Here's how to spot coaching-ready employees and nominate them in a way that drives real impact.
The best coaching candidates share four key traits:
1. They're growth-oriented They actively seek feedback, reflect on their performance, and want to develop new skills. They see coaching as an opportunity, not a chore.
2. They're in motion They've recently been promoted, are preparing for a bigger role, or are navigating a transition (like moving into management or taking on strategic responsibilities).
3. They're high-impact They deliver strong results, influence others positively, and show potential beyond their current role. You want to invest in keeping and growing them.
4. They're willing to engage Coaching requires showing up—literally and figuratively. They need to commit to biweekly sessions, be honest with their coach, and take ownership of their growth.
Coaching isn't the right fit for everyone, and that's okay. Avoid nominating:
Explain what coaching is, why you're nominating them, and what the program involves. Make it clear this is an investment in their growth, not a fix for a problem.
❌ "You need coaching to fix your communication."
✅ "We're investing in coaching to help you grow as a strategic leader—communication and influence are skills we want to help you strengthen."
Have a conversation first. Gauge their interest, confirm they can commit to biweekly sessions, and answer questions about confidentiality.
Let them know:
If someone hesitates, dig deeper:
🚩 "I don't need coaching" → They may see it as remedial. Clarify it's about growth, not fixing problems.
🚩 "I don't have time" → Coaching helps people prioritize and get unstuck—it creates time. But if they genuinely can't commit, wait for better timing.
🚩 "What will you know about my sessions?" → Reinforce confidentiality. You'll see engagement metrics, but session content is private.
✅ Nominate cohorts, not just individuals – Group nominations create momentum and peer learning
✅ Host a kickoff session – Bring nominees together to explain the program and build excitement
✅ Follow up after matching – Check in to see how it's going and reinforce the value
✅ Celebrate milestones – Acknowledge when people start sessions or share coaching wins
Great coaching programs need great champions. When leaders understand the value of coaching and actively support nominations, the program becomes a strategic driver of talent development—not just another HR initiative.
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.
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: "I've seen coaching transform leaders—helping them go from good to great, stuck to unstuck, 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 continue to scale and evolve, investing in our people's growth isn't optional—it's essential. Mento pairs our employees with world-class coaches who have led teams at companies like Google, Salesforce, and McKinsey. Through confidential 1:1 sessions, participants will build the skills, confidence, and strategic thinking needed 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:
Your Role as a Leader
Your support reinforces the value of this investment. We encourage you to:
What Happens Next
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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Audience: People Managers
Purpose: Invite managers to nominate high-potential team members based on clear criteria.