तपाईंले कहिले कसैलाई मेन्टर गरेको कुरा बताउनुहोस्।

Question

Accepted Answer

यसले देखाउँछ कि तपाई **अरूलाई बढाउन सक्नुहुन्छ**, केवल आफूलाई होइन। शक्तिशाली जवाफहरू अर्को व्यक्तिको प्रगति र तपाईको इरादाप्रस्तुत दृष्टिकोणमा केन्द्रित हुन्छन् — सिकाएर, तिनीको लागि यो गर्नु होइन।

## कसरी गर्ने

```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
```

## काम गरेको उदाहरण

```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.
```

## राम्रो बनाम कमजोर

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

## किन महत्त्वपूर्ण छ

मेन्टरिङले तपाईको प्रभाव गुणा गर्छ — तपाई सम्पूर्ण टीमको स्तर बढाउनुहुन्छ, केवल आफ्नो काम पूरा गर्नु होइन।

कसरी सोच्ने भनेर सिकाउनु (केवल कस्तो टाइप गर्ने होइन) स्वतन्त्र इञ्जिनियरहरू सृष्टि गर्छ, जो वास्तविक लक्ष्य हो।

अरूलाई विकास गर्ने क्षमता वरिष्ठ र नेतृत्व भूमिकाहरूको लागि मुख्य संकेत हो।