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This hub exists to help you think expansively about who belongs in coaching and when — so your program never stalls waiting for names. Use it to identify the right people, communicate the opportunity internally, and build a nomination process that actually runs itself.

If you're a POC or People Leader: Start with the nomination pathways and the "what makes a good nominee" section below, then use the Comms & Templates library when you're ready to announce.

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Partner Guidance: Nominating Members for Coaching Success

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.

The best nominations are proactive and purposeful: identifying the right person at the right moment, setting them up with the right context, and giving them space to do the work.

Coaching also works great at inflection points — moments when someone's role, scope, or responsibilities are fundamentally shifting. Not as a standing benefit people forget they have. Not as a response to a problem. When you get this right, coaching isn't just an HR program. It becomes a strategic driver of performance, retention, and leadership depth.

Table of Contents

How to Nominate the Right People for Coaching

✅ What Makes Someone Coaching-Ready?

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.

❌ Who Isn't Ready Yet

Coaching isn't the right fit for everyone, and that's okay. Avoid nominating:

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.

🙋‍♂️ How to Nominate Effectively

  1. Be transparent about the opportunity. 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.
  2. Frame it as development, not deficit.
  3. Get buy-in before you nominate. Have a conversation first. Gauge their interest, confirm they can commit to biweekly sessions, and answer questions about confidentiality.
  4. Set clear expectations. Let them know:

📍 Tips for Program Success