Papasakokite apie laiką, kai jūs komu nors buvote mentoriumi.

Question

Accepted Answer

Tai parodo, kad jūs galite **auginti kitus**, o ne tik save. Stiprūs atsakymai orientuoti į kito žmogaus pažangą ir jūsų sąmoningą požiūrį — mokymą, o ne daryti jo vietoje.

## Kaip tai spręsti

```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
```

## Daromas pavyzdys

```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.
```

## Gerai vs silpnai

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

## Kodėl tai svarbu

Mentorystė padidina jūsų poveikį — jūs pakeliate visos komandos lygį, o ne tik pristatote savo darbą.

Mokymą, kaip galvoti (o ne tik ką rašyti), sukuria nepriklausomus inžinierius, kuris yra tikrasis tikslas.

Gebėjimas plėtoti kitus yra svarbus signalas valdininkams ir vadovaujančioms pareigoms.