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Prior to starting Mento, I worked at Jigsaw, an Alphabet incubator developing tools to help activists, dissidents, and journalists be safer online in the world’s most repressive countries. I quickly found myself promoted to the C-Suite. It was equal parts exciting and frightening.  I suddenly found myself in a leadership role having no clue what leadership even meant -- I’d never so much as been a manager before. I had questions! But had no idea who to ask.

Like so many other women and underrepresented groups working in tech, I never felt that I had a tried and true mentor that I could turn to for advice and support. My new manager at the time had just gotten an executive coach. I had no idea what that was, but I asked for one, and it completely changed my career and my life. Through my network, I was able to find an incredible coach who specialized in working with female founders and executives. She was incredibly relatable on a personal level and professional level -- she had started businesses and held roles. I felt we’d be friends in real life.

Working with a coach who had been an operator and executive meant she had been through similar challenges before. She was able to coach me on not only leveling up into my new leadership and management role, but also improve my relationship with my work, faster. It expanded my perspective, pushed me to think differently, and felt confident, happier, and less stressed.She transformed my career -- and my life.

I felt I had discovered the secret power of coaching and I wanted everyone to have access to this kind of coaching-mentorship relationship, too. I discovered that this type of coach-mentor relationship is hard to find, so we set out to create it ourselves at Mento.

We’re on a mission to help everyone live healthier and happier lives personally and professionally.

In pursuit of our mission, we’ve developed a new approach to coaching informed by my experience with my coach-mentor and the help of organizational psychologists, industry leading experts and ICF certified coaches. We call it the 80/20 rule, utilizing 80% traditional coaching practices and 20% hands on advisory or mentorship.


When we think of coaching, we adapt Tim Galway’s “inner game approach” which can be summarized as a simple formula: 

Let’s break that down with the help of our Head of Coaching, Tara Padua.

“Performance is the desired outcome you’re hoping to achieve - developing a new skill, securing a promotion or raising your next round of funding, to name a few. To drive that outcome, you need to grow your potential and reduce your interference. Potential can be thought of as your natural strengths and current capabilities. Interference is really your 

, or your mindset, beliefs and emotions that may inhibit your ability to reach your potential.”

A coach will work with you to help increase your potential and reduce interference so that you can feel and perform at your best, and reach your desired outcomes. In practice, coaches help increase potential by empowering you to better understand your current capabilities and lean into your natural strengths, some of which you might not know you have. They will help you reduce internal interference by asking thoughtful questions and serving as a neutral, third-party sounding board, helping you to identify areas internally that interfere with your ability to reach your potential. Through this work, you’ll develop your self-awareness and an internal feedback loop that ultimately drives you to feel and perform better.

To facilitate our unique 80/20 approach to coaching, we hire exceptional operators who work at today’s top companies. This enables us to pair our members with a coach who knows their role and the challenges associated with it, empowering them with hands-on guidance to help actively problem solve our member’s most difficult challenges, because our coaches have been through them before. Mento coaches can help our members grow their potential, faster, leading to better performance.

This 80/20 approach empowers our members to see a 2x increase in performance on average.

Our approach to the 80/20 rule can be visualized using a 2x2 measuring experience and commitment. Experience considers how much experience someone has and their ability to hit their goals. Commitment considers someone’s commitment and motivation to pursue their goals.

We ask thoughtful questions to assess where our members are on their journey, then apply the 80/20 rule to use the appropriate coaching practice to best support them, meeting them where they are so that we can help them get to where they want to go, faster.

We practice advisory coaching. We help members to develop self-awareness around the skills that they need to develop, and help them understand the “why” behind their lack of commitment by enabling them to think differently and sharing back what we’re hearing. When members are lacking the experience they need to succeed, Mento coaches can lean on their previous expertise as top operators to hands-on problem solve with their members, growing their skills and experience faster by learning and collaborating with experts.

We practice directive coaching. Whether someone is new to a role or lacking clarity in their responsibilities, there are many reasons why someone may be low commitment even though they have the experience and skill to hit their goals. Here we focus on question asking to uncover the core “why” behind their lack of commitment, ultimately addressing their mindset to help motivate and grow their commitment so that they can be successful.

We practice mentorship coaching. In this scenario we find that members are excited and motivated but lacking the experience to succeed. Here we will leverage the member’s enthusiasm and the expertise of our coaches to advise and hands-on problem solve, helping our members upskill and grow their skills and experience faster.

We practice motivational coaching. We find that our members are motivated and have the experience and skills to succeed. Here we lean into more pure coaching, where we’re leveraging the member’s high motivation and experience to help get them where they’re trying to go, faster.

By adapting our coaching and mentorship approach to each individual member, we’re able to meet them where they are empowering them to have greater impact in their roles, feel the immediate benefits of coaching, and feel better while doing it. Our approach might change during a session depending on the topic being discussed or over the longer term. Every coaching journey is unique and highly personalized.

The importance of Mento’s 80/20 Methodology in today’s world of work

The world of work has evolved, and for many of us, no two days are the same. 

, and the nature of our roles are constantly shifting. Many of us are working in  remote or hybrid settings, and the learning and development we might have gleaned by being in the office around other people isn’t quite there. A coach has never been more important to helping people feel and perform their best at work, and have the impact (and fulfillment!) we need to be successful.

There are few tools that can empower us like a coach can!

Mento’s coaches help support individuals, teams, and companies during highs, lows and everything in-between with a deep and profound understanding not only of the work you do, but who you are as a person. They ensure that the work you’re doing is aligned with purpose and meaning, and they’ll challenge you while helping you stay the course. What started as one individual transformation with my coach Jamie nearly a decade ago has now morphed into a modern methodology of coaching that’s designed for all of us, the ambitious and hard-working professionals who want to make as big of an impact as we want to be fulfilled.


Get your team the support they need to thrive with a Mento coach today. 

How does Mento’s 80/20 Methodology of Coaching and Mentorship work?

Insights exploring human potential and unlocking growth.

Resources for people leaders

In a year defined by rapid change, uncertainty, and constant pressure, managers are feeling the strain — and it’s impacting performance, retention, and morale.

For HR and L&D leaders, this presents a critical opportunity: help managers build the resilience they need to thrive.

This guide is a practical resource designed to help you empower your leaders to navigate uncertainty, manage stress, and lead with confidence.

Inside, you’ll find:

Actionable strategies for building resilience at scale

Insights from Mento Coaches and leadership experts

Whether you’re revamping your leadership development program or just getting started, this guide will help you focus on what matters most in 2025: resilient leaders who can rise to the moment.

Get the guide now and start building stronger leaders today.

Guide: Developing Resilient Leaders in 2025

In an era where the pace of change is accelerating and burnout is on the rise, resilience isn’t just a nice-to-have—it’s mission-critical. Yet, 54% of managers report struggling with work-induced stress and fatigue, leaving their teams vulnerable and their organizations exposed.

We're partnering with CultureAmp to bring you exclusive insights and data on how to empower your leaders with the resilience they need to thrive in 2025.

In this recorded session, you’ll gain:

✅ Key trends and actionable insights to navigate the evolving leadership landscape.
✅ A deeper understanding of how to combat burnout and drive team success, even as responsibilities grow.

Don’t miss this opportunity to build the resilient leaders your organization needs.

Building Resilient Leaders in 2025 On-Demand Webinar

In 2025, measuring the success of learning and development programs is more crucial—and more complex—than ever before.

While 86% of HR leaders agree that L&D is essential to organizational growth, only 24% feel confident in their ability to effectively measure its impact.

Why is this gap so significant? Traditional metrics often capture knowledge acquisition, but they fail to tell the full story of how learning translates into improved performance and business results. The challenge isn’t just gathering data—it’s connecting that data to outcomes that matter.

That’s why we brought together top L&D leaders for an exclusive roundtable on January 23rd. Together, we tackled questions like:


How do you define meaningful L&D success in 2025?


What are the most effective ways to measure behavior change and ROI?


How can you isolate L&D’s impact in a rapidly changing business environment?


This was originally a live interactive event that allowed you to collaborate with peers. Watch the recording now to gain actionable insights and refine your approach to L&D measurement in 2025.

Measuring L&D Outcomes in 2025 On-Demand Webinar

Our managers are struggling. Over 50% of managers report that they’re struggling with work-induced stress, fatigue, and needing to spend the majority of their time managing projects instead of people. People leaders have noticed and 74% of them are prioritizing support for their managers in the coming year.

Join us as we explore the biggest issues impacting our managers today and how we can best support them heading into 2025. We’ll be joined by some of today’s top people leaders.

You can expect to leave with an understanding about:


How to engage busy manager populations and getting over the “I’m too busy” hump.

How to support different tiers of managers (e.g. first-time managers, senior managers).

How to secure C-Level buy-in (CFO/CEO) and executive sponsorship for your programs.

How to prove out ROI of your initiatives to secure bigger budgets in 2025.

Rethinking How We Support Managers On-Demand Webinar

FluentStream recognized that while their business was growing, their leadership development efforts were not keeping pace. With managers at varying levels of experience—from new promotions to seasoned leaders—they needed a more tailored approach to leadership development.

The Challenge: A Need for Personalized Leadership Development

FluentStream had previously experimented with structured leadership programs, including a four-month engagement with a virtual workshop platform. However, these one-size-fits-all solutions weren’t meeting their needs. Some managers needed mentorship, others confidence-building, and many wanted guidance on handling team dynamics.

FluentStream also offered employees a $3,000 L&D stipend, but it wasn’t being fully utilized. Leadership wanted a solution that would help managers develop their skills in a way that was practical, impactful, and scalable across career stages.

Allie Morton, Senior Director of People & Culture at FluentStream, was introduced to Mento and interested in its personalized coaching model. Unlike legacy coaching providers, Mento would give her team tailored, one-on-one coaching from experienced mentors. She signed up for a trial of Mento, and after experiencing Mento’s personalized approach to coaching and mentorship, she decided it was the right fit.

 Each participant receives customized support from an experienced coach who has experience in their field. 

, who had experience leading similar-sized teams.

 Mento coaches provide a blend of coaching and mentorship, delivering the best of both worlds.

 Employees could continue working with the same coach or transition to a new one as their careers evolved.

 The onboarding process was simple, and managed by the Mento team.

 Mento provided regular impact reports that helped leadership track progress, and evolve the coaching program with their business needs.

FluentStream initially introduced Mento to managers and high-potential employees. Over time, they expanded the program to rotate in new leaders.

Primarily managers (80%) and high-potential employees (20%).

 The leadership team nominated candidates for coaching.

 Regular surveys and feedback loops helped refine the program’s impact.

FluentStream has three goals for coaching:

Improve leadership effectiveness across all levels of management.

Boost employee engagement and team performance by strengthening leadership skills.

Develop a more confident and strategic leadership team.

FluentStream saw strong, data-backed improvements after implementing Mento coaching:

Leadership confidence and performance (+35%)

Ability to successfully manage conflict (+52%)

Allie shared that the impact is being felt across her organization. Internal data they’ve collected show that Managers as a whole are improving their effectiveness scores with those who work with a Mento coach leading the pack.

"Everyone who has worked with a Mento coach over the past year has seen their confidence and ability to drive organizational impact improve significantly. This has leveled up leadership across the board."
- 

Allie Morton, Senior Director of People & Culture, FluentStream

Mento’s impact extended beyond numbers. FluentStream leaders credit their coaches for transforming  their leadership:

"My coach is incredible. She has helped my ability to communicate with others. I have also been given tools to better assess what projects need to be passed off to others and focus on my key priorities."


"Coaching has given me confidence in areas I was unfamiliar with. It’s been a game-changer in how I approach leadership."


Additionally, senior leadership recognized the impact, with one executive consistently requesting more coaching seats for employees due to the noticeable improvements in leadership effectiveness.


FluentStream has built a scalable, high-impact coaching program for managers that has improved leadership effectiveness, increased engagement, and reinforced business outcomes. As the company continues to grow, Mento remains a critical pillar in developing confident, capable leaders.

Allie strongly recommends Mento to HR and talent development leaders

 looking for a coaching solution that meets employees where they are.

Mento's personalized approach to coaching and mentorship is much more impactful than traditional coaching, especially as we're working in remote and hybrid environments where informal mentorship doesn't happen as organically. Leadership across the board has improved since working with Mento.
- 

Fluentstream improves manager performance and confidence with personalized coaching and mentorship

, we brought together HR and leadership development leaders to discuss the state of management today—and what organizations can do to strengthen and support their managers in the year ahead

,  Mento Executive Coach and former CIO at Cloverheatlh, and Noah Boyd, Senior People Scientist at Culture Amp, we explored the latest research and strategies for helping managers grow their leadership and resilience in what’s already shaping up to be another complex and uncertain year ahead.

Here are a few highlights  from our conversation that you can bring to your organization:


Managers Are Overwhelmed—And It’s Hurting Everyone

If you’re in leadership development, you already know that managers are overwhelmed — the data paints an even starker picture:

54% of managers report experiencing work-induced stress and fatigue

45% of managers spend more time managing projects than people.

50% of employees do NOT trust their manager’s ability to lead successfully over the next two years.

Managers aren’t just overwhelmed—they’re also receiving less support than ever. According to Culture Amp, as the number of direct reports increases, a manager’s likelihood of feeling supported by their own leadership plummets:

Managers with 4-5 direct reports are 65% less likely to feel supported.

Managers with 6-8 direct reports are 77% less likely to feel supported.

Managers with 9+ direct reports are 88% less likely to feel supported.

And despite budgets starting to return, organizations accrued significant “manager debt” as they  massively reduced investment in managers over the past few years:

83% of companies reduced leadership development budgets in recent years

60% of companies spend less than $500 per manager per year on leadership development.

The result? Managers are overwhelmed, overworked, underskilled, and not able to deliver on the foundational needs of their teams.

The Solution: Helping Managers Reclaim Their Core Role

Despite these challenges, our discussion highlighted a clear path forward. Organizations can help managers regain control by refocusing on core leadership fundamentals—continuous feedback, goal alignment, and meaningful one-on-one conversations.

In doing so, organizations see the following improvements, all of which are associated with higher business performance:

10% more positive perceptions of leadership

It’s important to remember that managers are also direct reports of your senior leaders. They often benefit from the same management behaviors that individual contributors do. Research from Culture Amp found that when senior leaders role-model foundational management behaviors, the impact cascades throughout the organization:

Many managers don’t feel they have the guidance they need. Organizations must actively listen to managers and ensure they receive the mentorship, coaching, and development resources necessary to thrive.

Hold Senior Leaders Accountable for Role-Modeling Good Management


Resilient managers start with resilient leadership. Senior leaders need to set the example by prioritizing regular feedback, structured 1:1s, and clear goal-setting within their teams.

Adopt Frameworks Like SMART Work Design to Reduce Burnout


 suggests that well-structured jobs reduce burnout and improve resilience. Organizations can use frameworks like SMART (Stimulating work, Mastery, Autonomy, Relational work, and Tolerable demands) to optimize workloads and prevent overwhelm.

Encourage Managers to Speak Up About Workload Challenges


 that burnout is closely tied to psychological safety. Managers need a safe space to voice concerns about workload and receive support without fear of repercussions.

Cutting development budgets for managers may seem like a short-term cost-saving measure, but it leads to long-term challenges and negative impact. Organizations that invest in 

 and leadership development see stronger, more resilient managers who are better equipped to support their teams.

Looking Ahead: Building Resilient Managers for 2025 and Beyond

As we head into 2025, one thing is clear: supporting managers isn’t optional—it’s essential. Organizations that take proactive steps to empower their managers will have more engaged employees, and ultimately, drive better business outcomes.

At Mento, we believe in helping organizations build exceptional leaders through personalized coaching and mentorship development. If you’re ready to equip your managers with the skills and support they need to thrive, 

Building Resilient Managers in 2025

Change doesn’t start with systems or strategies. It begins with one person. When that person grows—when they reconnect with their values, unlock their strengths, and take meaningful action—their impact ripples outward. They energize their team. They inspire their organization. They strengthen their community.

At Mento, we exist to spark this kind of growth. And we do it through a coaching approach that’s as intentional as it is powerful: 

The Mento Way: Igniting Change Through Coaching and Mentorship

Most coaching programs focus on exploration alone. They ask great questions but leave people without the context to take action. At Mento, we do it differently. We pioneered the 80-20 approach, a method that blends coaching (80%) with mentoring (20%).

Coaching creates space for exploration, reflection, and ownership.

Mentoring provides just enough wisdom, insight, and experience to accelerate progress.

Think of it this way: coaching hands someone a compass to find their direction. Mentoring points out the hidden paths that save time and energy. When combined, the result is transformation—individuals gain clarity, confidence, and momentum.

But this balance is subtle. It’s a craft. And it’s why we train Mento coaches so rigorously to master it.

World-Class Operators, Transformed into World-Class Coaches

Change begins with one person—but igniting that change starts with the coach.

At Mento, we find and hire world-class operators from today’s top organizations and invest in their training to become Mento coaches, equipped to inspire growth and deliver impact. 

Our flagship Mento 101 program is ICF-accredited, meeting the highest global standards of coaching excellence. 

The International Coaching Federation (ICF) is widely recognized as the gold standard in professional coaching, ensuring that our coaches deliver skillful, ethical, and impactful coaching experiences.

The foundation of their training is to help them develop their coaching voice

—one that aligns three essential elements:

—This is the coach’s “why.” What do you believe about human growth, purpose, and potential? A strong philosophy anchors your coaching in values, guiding every conversation you have and every question you ask.

—Beliefs need structure to create action. Coaches learn how to develop a repeatable, flexible methodology that translates their philosophy into tangible results. Coaching becomes a practical process, not guesswork.

—Every coach’s style is unique, shaped by their operational expertise, instincts, and personality. Instead of suppressing individuality, we teach coaches to refine it—to bring their real, authentic selves to every session.

When a coach’s philosophy, methodology, and style align, they don’t just show up—they make an impact. Their clarity inspires their clients to find their own.

People don’t grow in pieces. You can’t solve surface-level challenges without understanding the full picture. Mento coaches are trained to see the whole person—values, motivations, strengths, and barriers—because that’s where real progress begins.

As a result, clients don’t just gain quick wins; they experience deeper breakthroughs. They reconnect with what matters most and align their actions with their purpose. This is how small changes turn into sustainable growth, for themselves, their teams, and the organizations they lead.

The Mento Platform: Scaling Impact, Not Just Insights

Great coaching sparks insight, but insight alone doesn’t drive change. The Mento Platform transforms potential into progress by providing the accountability and structure that scale transformation.

The platform isn’t the coach—it’s the amplifier. It ensures every insight from a session evolves into actionable next steps, helping clients stay accountable and aligned with their goals.

By turning ‘what we talked about’ into ‘what happens next,’ the Mento Platform makes growth a visible, measurable process. It provides clarity, tracks progress, and builds momentum between sessions.

Transformation isn’t abstract. With the Mento Platform, it’s tangible, actionable, and scalable—ensuring that every coaching conversation leads to meaningful, lasting results.

The Ripple Effect: Small Changes, Lasting Impact

When individuals grow, they show up differently—at work, at home, and in their communities. Teams communicate better. Organizations become more resilient. Cultures transform.

This is the ripple effect of great coaching. It starts with one person, but its impact spreads outward, creating change that lasts.

At Mento, we know that change begins with one person. Our job is to ignite that change by training world-class operators to become world-class coaches—coaches who:

Master the 80-20 approach to balance exploration with guidance.

Coach the whole person, not just the problem in front of them.

Align their philosophy, methodology, and authentic style to create real impact.

Supported by the Mento Platform, our coaches help people turn insight into action and small changes into lasting results. With our ICF-accredited training, we ensure that every coach is equipped to create meaningful transformation grounded in skill, ethics, and global standards of excellence.

Coaching, done the Mento Way, isn’t just a conversation. It’s a catalyst. It’s how one person grows—and how that growth transforms teams, organizations, and communities.

Are you ready to create ripples of growth and transformation for your organization? 

The Ripple Effect: How Mento Coaching Creates Lasting Change

As a people leader, you know better than anyone that your organization cannot function without successful leadership. However, finding the best solutions to support your organization’s leadership development needs has become harder than ever.

Quynh Mai, Head of People at Splash Financial, faced a similar challenge. She turned to Mento coaching to support her leadership development needs.

Watch our on-demand question and answer session with Quynh to learn everything you need to know about implementing a coaching practice at your organization.

Implementing a Coaching Practice at Your Organization

Join us as we discuss key learnings from our 2024 State of People Development Report with HR and People Ops leaders from Dropbox, Business Insider, Digital Ocean and more.


Here are the themes we'll explore together:

The rise of AI. 73% of hr leaders plan to use this emerging technology in their people development strategy in 2024. We'll discuss the pros, cons and top use cases this year.

The shifting state of people development strategy. We'll discuss HR leaders recent learnings and plans looking forward to the year ahead.

Managers are struggling and people leaders have noticed. Data shows that over the past few years 83% of companies have cut leadership development budgets. We'll discuss how hr leaders are planning to reinvest in their managers this year.

The 2024 State of People Development Roundtable

To better understand the current state of people development in today's rapidly evolving work environment, we surveyed 100+ people leaders across the United States.

From the adoption of emerging technologies like Artificial Intelligence to a renewed focus on supporting managers, download this report to learn more about the top trends impacting people development strategy in 2024.

The 2024 State of People Development Report

While the performance and leadership expectations of managers have increased dramatically over the past few years, leadership investment and solutions have fallen behind. 

This has put HR leaders in a unique position

. Companies now broadly recognize that as managers struggle, so do their businesses, sparking a renewed interest in funding new ways to support them.

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