By admin 
A guide to nurturing complete humans, not just better engineers
“My name is Yadu, I like party,” she said with a mix of nervousness and determination during her technical interview.
Her code was excellent, her logic impeccable, but her English… well, let’s say it was a work in progress.
As a technical lead interviewing for one of the teams at the leading CAD software company project, I faced a crucial decision — one that would teach me the most valuable lesson in technical mentoring: look at the whole person, not just their current technical abilities.
“Are you sure?” the Project Manager asked when I recommended hiring her.
“Her English…” she left the sentence hanging.
“She’ll be able to do it,” I responded with a conviction that came from seeing beyond the immediate technical evaluation to the whole person sitting in front of the screen: her determination, her problem-solving mindset, and that spark in her eyes that tells you someone is willing to overcome any obstacle.
“The greatest paradox in technical mentoring? The most significant technical growth often happens during conversations that have nothing to do with code.”
What follows is a practical guide drawn from real experiences, including the story of how focusing on the whole person — not just the engineer — turned that nervous interviewee into one of our most respected technical leaders. You’ll learn:
- Why traditional technical mentoring fails when it focuses solely on technical skills
- How to build a mentoring framework that nurtures the complete human being behind the code
- Practical strategies for developing both technical excellence and personal growth
- The crucial understanding that professional success comes from supporting the whole person
Whether you’re a seasoned tech lead or aspiring to mentor others, this guide will show you why the most effective technical mentoring happens when we dare to see and support the complete person.
The diagram below illustrates how effective technical mentoring embraces all aspects of a person’s growth. Like in Yadu’s story, technical excellence emerges when we nurture the whole person, not just their coding skills:
The True Meaning of Technical Mentoring
The greatest mistake in technical mentoring is believing it’s just about code reviews and architecture discussions.
Real mentoring begins when we understand that every technical challenge is solved by a complete human being, bringing their whole self to work each day.
During those first months, I supported Yadu in English calls. The team, captivated by her natural charisma, showed extraordinary patience.
But what was most impressive wasn’t others’ patience. It was her determination.
While she improved her English, her code spoke for itself — cleaner, more efficient, more innovative than the rest of the team’s.
Over the next two years, Yadu became my right hand in the project. Her technical excellence, combined with her growing confidence and leadership skills, made her an invaluable asset to the team.
When I promoted her to Tech Lead of our most critical team, her first reaction was still doubt. “Are you sure?” she asked, echoing that initial PM’s question, but this time about herself.
The team not only trusted her — they relied on her. Her discipline, thoroughness, and dedication had earned her that position long before the official promotion.
“Trust isn’t built in code reviews. It’s built in those moments when you choose to see the person behind the pull request.”
She just needed to believe in herself as much as others believed in her.
Practical Framework for Technical Mentors
After years of mentoring experiences, here’s the practical framework I’ve developed and used successfully:
1- Building Trust Through Regular Check-ins
“Your calendar reveals your true priorities. A 30-minute mentoring session might seem small, but it can change someone’s entire trajectory.”
Your calendar is your statement of values. Make time for what truly matters.
The Evolution of Check-ins:
- Start with weekly 30-minute sessions
- Gradually transition to bi-weekly as they grow
- Eventually move to monthly deep-dives
- Always remain available for urgent needs
Session Structure:
- 80% open to whatever is on their mind
- 20% for technical aspects, but only if needed
- No fixed agenda — follow their lead
The Art of Questioning:
- Never give direct answers early on
- Use questions that spark more questions
- Share your decision-making process initially
- Gradually shift to pure Socratic dialogue
- Let them discover their own solutions
The key is to evolve from mentor-led to mentee-led sessions. Your role transforms from guide to sounding board.
2. Progress Indicators I Look For
Success leaves clues. Here are the signals I watch for:
Technical Growth:
- Taking initiative in technical discussions
- Proposing solutions instead of just raising problems
- Other team members starting to seek their advice
Personal Development:
- Increased confidence in communication
- Willingness to take on new challenges
- Better work-life balance decisions
3. Empowerment Techniques
Growth happens in the space between support and challenge.
The Step-Back Approach:
- First phase: Be present in all technical discussions
- Second phase: Let them lead, be there for backup
- Third phase: Only attend when explicitly requested
Decision-Making Framework:
- Help them structure their thinking
- Ask guiding questions instead of giving answers
- Celebrate when they make decisions independently
4. Creating Growth Opportunities
Real growth happens outside the comfort zone, but not in the panic zone.
Visibility Tasks:
- Assign them to present in important meetings
- Include them in architectural discussions
- Give credit publicly for their contributions
Stretch Projects:
- Start with small, low-risk challenges
- Gradually increase complexity and visibility
- Always provide a safety net, but rarely need to use it
5. Supporting Life-Career Integration
Success at work starts with balance in life.
Flexibility Framework:
- Help prioritize personal milestones
- Support time-off requests actively
- Demonstrate trust in their judgment
Success Metrics:
- Focus on value delivered, not hours worked
- Celebrate personal achievements as much as professional ones
- Look for signs of growing confidence in both spheres
The Whole Person Approach
After more than a year of successfully leading her team, during one of our mentoring sessions, Yadu shared her ambitious plans: a month-long trip to Japan.
As a contractor, getting such a long absence approved is almost impossible. Keeping your project when you return is even rarer.
What touched me most was what she shared upon her return.
Coming from Colombia, where trees maintain their green throughout the year, she was mesmerized by her first experience of autumn in Japan — watching leaves change their colors, something she had never seen before.