- Published
- 8 October 2026
- Last reviewed
- 8 October 2026
How to use these FAQs
Bring a practical goal to mentoring, use feedback constructively and review progress through evidence.
Select a question to expand its answer. The first answer is open initially; each answer can be opened or closed independently. These are original RDE practical explanations. Any example described as fictional is a teaching scenario.
Common questions
What should I bring to a mentoring session?
Bring one practical goal, a brief account of what you tried and a question you want to explore. A sample can make the discussion more useful, provided you can share it appropriately. For a fictional communication goal, show a draft handover note rather than asking only how to become a better communicator.
Can a mentor choose my career for me?
A mentor can help you explore options, question assumptions and identify useful practice. You remain responsible for your decisions, and the mentor’s experience may not cover every role or circumstance. Discuss what support is within the arrangement. Do not treat one person’s preference as a guaranteed route to employment or replace necessary specialist advice with mentoring.
How do I make a development goal specific?
Describe the capability, the situation where you need it and the evidence that would show progress. A fictional goal could be writing a handover that another colleague can follow without repeated clarification. Agree a manageable practice task and review point. Avoid a goal so broad that neither you nor your mentor can tell what changed.
What makes feedback useful?
It describes observed work, explains its effect and points towards a practical next step. “The action has no owner, so follow-up is unclear” is more useful than a general judgement about the person. Ask for an example when feedback is vague. Keep the conversation focused on something you can examine and practise rather than an unsupported label.
What if I disagree with feedback?
Ask which observation supports it and explain your understanding of the situation. You may be working with different information or expectations. Consider testing the suggestion through a small exercise where appropriate. Disagreement does not require immediate acceptance or rejection; the aim is to understand what the feedback reveals and decide a useful next action.
How should I review progress?
Compare current work with the earlier example and the agreed goal. Record what improved, what evidence supports that view and what still needs practice. Seek relevant feedback without sharing restricted material. Progress may include a clearer method or fewer unresolved questions, but do not claim a result you have not observed merely because the scheduled review has arrived.
Put one answer into practice
Choose the question closest to your current task. Write one action in your own notes, identify the information or permission you need and set a review point. Use the related resources below to develop the task further. No response is submitted or stored by this page.
Sources and scope
The sources below provide relevant context and terminology. The examples, practical suggestions and wording are original RDE teaching material. Apply your organisation’s policies and the guidance relevant to your situation. Reviewed 8 October 2026. Author: Jefferson Otonbara Imgbi.
- National Careers Service: Understand and develop your skills
- National Careers Service: The STAR method
Cover image: AI-generated illustrative scene created specifically for this resource.