Povej mi o času, ko si mentoriral nekoga.

Question

Accepted Answer

To prikaže, da lahko **rastejo drugi**, ne samo ti sam. Dobri odgovori se osredotočajo na napredek druge osebe in tvoj namerni pristop — poučevanje, ne da bi to naredil namesto njih.

## Kako se lotiti

```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
```

## Delujoči primer

```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.
```

## Dobro v primerjavi z šibko

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

## Zakaj je to pomembno

Mentoriranje pomnoži tvoj vpliv — dvigneš raven celotne ekipe, ne samo da izpeljuješ svoje delo.

Poučevanje o tem, kako razmišljati (ne le kaj tipkati), ustvari neodvisne inženirje, kar je pravi cilj.

Sposobnost razvijanja drugih je ključni znak za starejše in vodilne vloge.