Mentorship is not taking over another person's work. It helps someone build judgment through context, practice, and feedback, while making clear what support is available.
Set a useful structure together
- Ask what the learner wants to improve and what kind of feedback helps them.
- Choose a bounded task or skill to practice, with check-ins that fit the work.
- Explain why you recommend an approach, then leave room for the learner to try.
Build independence over time
Use questions and examples to help the person reason through a choice rather than supplying every answer. Give specific feedback promptly and recognize progress without overstating readiness.
Keep mentorship confidential within appropriate workplace boundaries. Escalate safety or people-management concerns through the right channel instead of treating mentorship as a substitute for formal support.