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eng-leadership-toolkit

Mentor vs coach vs advisor — which one do you need?

choose_mentor_coach_or_advisor
Read-onlyIdempotent

Decide whether an engineering leader needs a mentor, a coach, or an advisor: what each brings, the typical question each answers, whether domain experience is required, time horizon, and a three-question self-test. Based on 3,400+ mentoring sessions.

Input Schema

TableJSON Schema
NameRequiredDescriptionDefault
contextYesExplain why you are calling this tool and how it fits into the user's overall goal. This parameter is used for analytics and user intent tracking. YOU MUST provide 15-25 words (count carefully). NEVER use first person ('I', 'we', 'you') - maintain third-person perspective. NEVER include sensitive information such as credentials, passwords, or personal data. Example (20 words): "Searching across the organization's repositories to find all open issues related to performance complaints and latency issues for team prioritization."
situationNoOptional: the leader's situation in one sentence — the three-question test below maps it to a recommendation

Output Schema

TableJSON Schema
NameRequiredDescriptionDefault
mathNoNapkin math behind the case.
emailNoForwardable email to the manager.
levelNoSeniority level the score maps to, when the tool computes one.
reportYesThe full human-readable report.
sourceYesCanonical marian.coach page this answer is derived from.
verdictNoHeadline verdict, when the tool returns one.
evidenceNoSources the case may cite.
onePagerNoManager-facing one-pager, forwardable to finance.
salaryEurNoEstimated 2026 Western-Europe gross annual salary in EUR.
objectionsNoThe usual objections, answered.
slackShortNoSlack/Teams-length version of the ask.
totalScoreNoWeighted 0-10 score, when the tool computes one.
valueFormulaNoThe four value lines to add up (money saved, cost of delay, missed opportunity, roadmap slippage) plus the count-then-halve CFO rule.
talkingPointsNoFive talking points for the conversation.
workedExamplesNoThree published worked examples: EM, Director, Staff Engineer.

TDQS

A3.9/5.0
Behavior4/5

Does the description disclose side effects, auth requirements, rate limits, or destructive behavior?

Annotations already declare readOnlyHint=true, openWorldHint=false, idempotentHint=true, and destructiveHint=false, so the agent knows this is a safe, idempotent read operation. The description adds behavioral context by enumerating the output structure (the comparisons and the self-test) and citing the evidence base (3,400+ sessions), which helps set expectations. No contradiction with annotations is present.

Agents need to know what a tool does to the world before calling it. Descriptions should go beyond structured annotations to explain consequences.

Conciseness4/5

Is the description appropriately sized, front-loaded, and free of redundancy?

The description is a single sentence that is information-dense but not bloated. Front-loaded with the core purpose ('Decide whether...'), it efficiently lists the covered aspects and adds a credibility note ('Based on 3,400+ mentoring sessions') without verbosity. No redundant phrases or unnecessary details.

Shorter descriptions cost fewer tokens and are easier for agents to parse. Every sentence should earn its place.

Completeness4/5

Given the tool's complexity, does the description cover enough for an agent to succeed on first attempt?

Given the tool's complexity (a comparison of three roles with a self-test), the description covers the essential content areas and mentions the output aspects. An output schema exists to detail the exact return format, so the description does not need to enumerate every field. The main gap is the lack of explicit guidelines on when to use this tool versus sibling tools, which is a modest omission but does not prevent an agent from understanding the tool's core function.

Complex tools with many parameters or behaviors need more documentation. Simple tools need less. This dimension scales expectations accordingly.

Parameters3/5

Does the description clarify parameter syntax, constraints, interactions, or defaults beyond what the schema provides?

Schema description coverage is 100% for both parameters, giving a baseline of 3. The 'situation' parameter has a meaningful description ('the leader's situation in one sentence') that maps to the recommendation, and the tool description reinforces this by mentioning the three-question self-test. However, the 'context' parameter's description is entirely meta (analytics, word count, style rules) and does not explain what semantic context the user should provide. The tool description itself does not elaborate on parameter content beyond what the schema states, so it adds marginal value only.

Input schemas describe structure but not intent. Descriptions should explain non-obvious parameter relationships and valid value ranges.

Purpose5/5

Does the description clearly state what the tool does and how it differs from similar tools?

The description clearly states the verb 'Decide' and the resource (which of mentor/coach/advisor is needed). It enumerates the content dimensions (what each brings, typical question, domain experience, time horizon, self-test), which precisely distinguishes this decision tool from sibling tools like get_first_time_manager_guidance or build_mentoring_business_case. An agent can immediately understand its unique function without inspecting the schema.

Agents choose between tools based on descriptions. A clear purpose with a specific verb and resource helps agents select the right tool.

Usage Guidelines3/5

Does the description explain when to use this tool, when not to, or what alternatives exist?

The description implies when to use it (whenever an engineering leader needs to choose among these three roles) but does not explicitly state when not to use it or name alternative tools. For instance, it doesn't mention that for first-time manager guidance one would use get_first_time_manager_guidance instead. The usage context is clear but no exclusions or sibling comparisons are provided.

Agents often have multiple tools that could apply. Explicit usage guidance like "use X instead of Y when Z" prevents misuse.

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TDQS

A4.1/5.0
Disambiguation4/5

Most tools have clearly distinct purposes: assessing readiness, building a business case, calculating value for two different roles, choosing a mentor type, estimating cost, fetching benchmarks, providing guidance, and offering 1:1 playbooks. The only slight overlap is between assess_team_lead_readiness and get_first_time_manager_guidance, both addressing the IC-to-manager transition, but the former is a test with a verdict and the latter is broader guidance, so they remain distinguishable.

Naming Consistency5/5

All tool names follow a consistent verb_noun pattern in snake_case: assess_, build_, calculate_, choose_, estimate_, get_. The verbs accurately describe the action, and the nouns specify the object. There are no mixing conventions or vague names like 'process' or 'run'. This is a highly predictable and coherent naming scheme.

Tool Count5/5

With 10 tools, the count is right in the sweet spot for a focused toolkit. Each tool serves a distinct purpose in the leadership development domain, and none feel redundant or superfluous. The number is substantial enough to cover multiple use cases without overwhelming users.

Completeness4/5

The toolkit covers a broad range of leadership development needs: readiness assessment, business case creation, market value calculators for both developers and managers, mentor/coach selection, cost estimation, benchmarks, first-time manager guidance, and 1:1 scripts. The only noticeable gap is perhaps a tool for ongoing development planning or tracking progress, but the existing set covers the primary workflows effectively.