# Technical Mentoring Exercises

## Exercise 1: Map a Mentee to Dreyfus

**Task:** Think of someone you mentor (or a hypothetical junior engineer). Using the Dreyfus model, place them at a stage. List 2–3 observable behaviors that support your assessment. Then write one change you'd make to your mentoring style based on that stage.

**Validation:**
- [ ] Stage is identified with reasoning
- [ ] Behaviors are concrete and observable
- [ ] Style adjustment is specific (e.g., "more questions, fewer answers")
- [ ] You could explain your choice to a peer

**Hints:**
1. Novices ask "what do I do?"; experts ask "what matters here?"
2. Look for: reliance on rules vs intuition, handling of ambiguity, need for context
3. Stage isn't fixed—someone can be novice in one area, competent in another

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## Exercise 2: Turn Answers Into Socratic Questions

**Task:** Pick a common technical question you get (e.g., "How do I debug this?", "Which library should I use?"). Write the answer you'd usually give. Then rewrite it as 3–4 Socratic questions that lead the mentee to the same conclusion.

**Validation:**
- [ ] Original answer is clear and correct
- [ ] Questions build logically (each sets up the next)
- [ ] Questions don't give away the answer
- [ ] You can articulate when you'd use questions vs direct answer

**Hints:**
1. Start with "What have you tried?" or "What do you already know?"
2. Use "What would happen if...?" for exploration
3. If the mentee is blocked or stressed, direct answer may be better

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## Exercise 3: Design a Stretch Assignment

**Task:** For a mentee you know (or a hypothetical competent engineer), design a stretch assignment. Include: what they'll do, why it's a stretch, what support you'll provide, and how you'll know they succeeded.

**Validation:**
- [ ] Scope is clear and achievable in 2–4 weeks
- [ ] Stretch is justified (what's new or harder for them?)
- [ ] Support is explicit (availability, check-ins, review)
- [ ] Success criteria are measurable or observable

**Hints:**
1. Stretch = slightly beyond comfort zone, not drowning
2. "Own the design" or "lead a small project" are good stretch types
3. Define "done" so both of you agree when it's complete

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## Exercise 4: Write SBI Feedback

**Task:** Recall a situation where you gave (or wished you'd given) technical or behavioral feedback. Write it using SBI: Situation, Behavior, Impact. Add one follow-up question: "What would you do differently?" or "What support do you need?"

**Validation:**
- [ ] Situation is specific (when, where)
- [ ] Behavior is observable (what they did, not intent)
- [ ] Impact is clear (effect on outcome or others)
- [ ] Follow-up invites action, not defensiveness

**Hints:**
1. Avoid "you always" or "you never"—stick to one instance
2. Impact can be positive too: "That helped the team move faster"
3. End with a question, not a prescription

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## Exercise 5: Create a One-Page Mentoring Plan

**Task:** Create a one-page mentoring plan for a mentee (real or hypothetical). Include: their Dreyfus stage, 2–3 learning goals for the next quarter, one stretch assignment, how you'll use questions vs answers, and how you'll track progress.

**Validation:**
- [ ] Plan fits on one page
- [ ] Stage, goals, and stretch are aligned
- [ ] Questions vs answers approach is explicit
- [ ] Progress tracking has a cadence (e.g., biweekly check-in)

**Hints:**
1. Goals should be learning outcomes, not project deliverables
2. "Track progress" can be simple: debrief after stretch, 1:1 check-ins
3. Revisit the plan mid-quarter—plans should evolve