Fortæl mig om en gang hvor du mentorerede nogle.

Question

Accepted Answer

Dette viser, at du kan **udvikle andre**, ikke bare dig selv. Stærke svar fokuserer på den anden persons fremskridt og din bevidste tilgang — undervisning, ikke at gøre det for dem.

## Hvordan man griber det an

```text
1. Meet them where they are — assess their actual level
2. Teach the approach, don't just hand over answers
3. Give safe room to try, fail, and retry
4. Measure success by their growth, not your effort
```

## Arbejdende eksempel

```text
S: A new junior was struggling with debugging and kept getting stuck.
T: I wanted him independent, not dependent on me.
A: Instead of fixing his bugs, I pair-debugged and narrated my thought process,
   then had him drive while I asked guiding questions. I gave progressively
   harder tasks.
R: Within two months he was resolving issues on his own and started mentoring
   the next hire.
```

## Godt vs svagt

```text
✓ Focus on their growth + teaching the method
✗ "I just fixed everything for them"
✗ Making it about how helpful you were
```

## Hvorfor det betyder noget

Mentorering multiplicerer din indflydelse — du hæver hele teamets niveau, ikke bare leverer dine egne arbejde.

At lære hvordan man tænker (ikke bare hvad man skal skrive) skaber uafhængige ingeniører, hvilket er det rigtige mål.

Evnen til at udvikle andre er et vigtig signal for seniorerings- og lederroller.