Strong mentoring isn’t about having the right answers. It’s about creating the conditions for better thinking.

That’s what makes mentoring distinct from coaching. While coaching often focuses on performance in a specific role or context, mentoring is broader—it’s about long-term development, growth, and perspective. A mentor isn’t there to direct; they’re there to guide.

Jeroen Kraaijenbrink recently shared a simple but effective framework outlining five types of questions mentors can use more intentionally. It’s worth a closer look:

• Reflective: Help the other person hear their own thinking more clearly
• Hypothetical: Explore alternative paths or decisions
• Justifying: Surface the reasoning behind a belief or view
• Probing: Go deeper into what’s unspoken—concerns, motivations, emotions
• Checking: Make sure assumptions are clear and aligned

This is useful for anyone in a leadership or development role. These aren’t techniques to control the conversation—they’re ways to open it up.

In my experience, the best mentors don’t rush to solutions. They create space for clarity. That starts with the right kind of questions.

#Coaching #Mentoring #StrategicHR