Naomi coaches how you mentor, so the person across from you leaves with an answer they found themselves.
Coaching, notes, the follow-up, and your commitments, waiting for you minutes after you hang up.
In the background
Sync Zoom, Granola, or Google Meet, or paste a transcript. No bots, no “recording has started.”
Not sentiment, not keywords. Every call is assessed against a research-backed model across four skill clusters.
What comes back
The one moment that mattered and the exact words to try next, while the call is still fresh.
What was decided, what’s still open, and every to-do you agreed to.
A recap email drafted from the call, with owners and next steps. Edit, copy, done.
People, companies, and commitments, linked across all your calls. Nothing you promised gets lost.
Does your mentee feel safe admitting what they don’t know, or do they perform having it together?
When they bring you a problem, do you ask the question that makes them find the answer, or hand it straight over?
Does each session end with something specific to try, and do you meet them where they actually are?
When you have to say the work is not there yet, can you be honest and kind at the same time?
Make it safe to admit what they don’t know.
Your mentee started with “this might be a dumb question,” and you answered it before they finished.
“That’s exactly the kind of thing to bring me. What’s making you unsure about it?”
People stop bringing you the real questions the moment one feels unwelcome. The mentee who can say “I don’t know” in front of you is the one who actually grows. Make not-knowing safe, and you hear the problems while they are still small.
Naomi tracks how you mentor across every session: whether you asked or told, whether the room felt safe enough for the honest question, and whether they left with something to try. You see the trend, not a single conversation, so you know your mentee is growing and not just meeting with you.
You spent four minutes on the product before saying why now.
“Let me start with why now. The market shifted last year.”
You asked three yes/no questions in a row, and the buyer never told you what’s broken.
“Walk me through the last time this went wrong. What happened?”
They raised workload twice. Both times, you moved to the next agenda item.
“You’ve mentioned workload twice. Let’s stay on that before we move on.”
The number that mattered came eleven minutes in, after the full timeline.
“Bottom line first: we’re behind on Q3, and here’s the plan to recover.”
They said “that’s more than we budgeted.” You dropped the price before asking what the budget covered.
“Help me understand what the budget was built around.”
You opened your proposal with “I might be wrong, but maybe…” and the hedge undercut a strong idea.
“I’d recommend we test this with one team first.”
You did most of the talking. Their one real complaint got thirty seconds.
“Before I go further, what would make this worth it for you?”
When the CFO pushed back, your answers got longer and faster.
“Fair challenge. Let me answer it with a single number.”
The call ended on “let’s circle back.” No owner, no date.
“Can we hold 20 minutes Thursday to walk your team through the proposal?”
The fastest lever is the conversation itself: asking more than you tell, making it safe to not know, and closing with something to try. Most mentors never see how they actually come across, so “be more supportive” stays vague. Naomi reviews your recorded mentoring sessions and scores how much you asked versus told, whether your mentee opened up, and whether the session ended with a real next step, then gives you one specific change for next time.
Start where they are, not where you would be. Ask what they have already tried before you offer your version, let them reach the answer where you can, and end with one thing to attempt before you meet again. The hard part is not knowing this; it is catching yourself when you take over. Naomi flags the moments you solved a problem the mentee could have solved with one good question.
Listening, asking developmental questions, empathy, giving feedback that lands, and following through between sessions. None of it is personality; all of it is a set of habits you can measure and improve. Naomi scores your real sessions on exactly these, so “be a better mentor” becomes a short list of specific moves.
A coach mostly asks, drawing the answer out of you. A mentor also brings their own experience, so the risk is different: mentors tend to tell too much. The best mentoring borrows the coach’s discipline, leading with questions and offering your story only once they have done the thinking. Naomi shows you your own ask-to-tell balance so you can see which way you lean.
A one-on-one is a recurring meeting about the work and the week. Mentoring is about the person’s growth over time, and it often happens outside any reporting line. The skills overlap, but the goal is different: a good mentoring session sends someone away thinking, not just updated. Naomi assesses each on what it is for.
Less than feels natural. If you are doing most of the talking, you are probably solving instead of developing. A useful rule: ask before you advise, and let silence sit long enough for them to fill it. Naomi measures your talk-time and your question ratio in every session and shows the trend, which surprises most mentors the first time they see it.
Be specific, be kind, and point forward. The hard moment is telling someone their work is not there yet without deflating them, and the instinct is to soften it into something they cannot act on. Naomi measures your clarity and your composure on exactly those moments, so you can see whether the message landed or got lost in the cushioning.
Drop the assumption that mentoring flows one direction. Ask what they are actually trying to figure out, share what you genuinely know, and skip the parts they already have. Reverse and peer mentoring work when you lead with curiosity instead of credentials. Naomi flags when you presumed a level of context the other person had not given you.
Most “mentoring tools” match mentors to mentees or schedule the sessions. Naomi is a different layer: a coaching tool that analyzes how you actually mentor, whether you asked or told, whether they felt safe, and whether they left with a next step, then gives you one specific thing to improve each time. It works alongside however you already run the relationship.
Yes. Naomi works with your recorded Zoom mentoring sessions: you connect Zoom, and Naomi assesses each conversation and returns coaching afterward. No bot sits in the meeting; the analysis happens privately on the recording, for you.
No. Your coaching is private to you. It is built to make you a better mentor, not to grade you for anyone else. You see your own trends and recommendations; nobody else does.
Yes. Great mentoring is a set of repeatable habits: asking before telling, making it safe to not know, and closing with something to try. What is usually missing is feedback, because no one else is in the room to tell you how you did. Naomi is that feedback loop, session after session.
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