The biggest thing I've learned when being in (loose) teacher or mentor relationships is NOT to push someone to do what I think makes the most sense or that I think strongly is the easiest way to go. Instead the best thing to truly help someone out is to encourage them to do what they WANT to do.
The reason is because even if there truly is a simpler way, it isn't always simpler for someone in their current position based on their current biases/experience/knowledge/etc. But what you WANT to do is a really powerful motivator and the most important thing is that you keep trying things and get better eventually.
I disagree, in that you sometimes you do need to get the person to see things your way. As a mentor you should provide / present options. Failure is a powerful lesson, but being able to learn without failure is just is the same outcome.
Yeah this is what I don't agree with. As a leader, you act as a shield to the people that report to you. You may be privy to information or have a better view of the overall big picture. Sometimes there are burdens you don't want to put on the people that report to you. We can only be so transparent a lot of times.
Theres going to be times where you'll need to have them align with overall company goals etc.
Some "mentorship" relationships are distinctly separate from other work concerns. A mentorship program where I work explicitly pairs up people who are distant in the org chart. The mentee can share openly, and be confident the feedback has their interests at heart.
If this sort of mentor needs something from a mentee, that's a conflict of interest. (People use "mentor" to describe different relationships though!)
The reason is because even if there truly is a simpler way, it isn't always simpler for someone in their current position based on their current biases/experience/knowledge/etc. But what you WANT to do is a really powerful motivator and the most important thing is that you keep trying things and get better eventually.