Mentoring Framework

This framework shows how our mentoring works in real situations — not theory, but what you will actually do and change.

I work with developers who want to grow beyond execution — into influence, direction, and roles where they shape outcomes.

How we work

• Clarify direction — where you’re heading and why it matters.
• Turn that into a plan — prioritised, realistic, understandable.
• Align expectations — with you, work, and people around you.
• Build capabilities — the behaviours and thinking your new role needs.

Step 1 – Clarify Where You Want to Go

Goal: You leave with a clear and well-reasoned decision about your career direction.

We will talk about:

• Your values and motivators (impact, salary, autonomy, stability, lifestyle, meaning).
• Differences between technical, leadership, managerial or business paths.
• What you want your work and life to look like in a few years.
• Which target role makes the most sense for you right now.
• What the market expects from that role – description, competencies, responsibilities, salary ranges, demand.

After this step, you can say in one sentence where you are heading and why – and it makes sense both in your head and in the real world.

Step 2 – Create a Concrete Growth Roadmap

Goal: You have a realistic, prioritised plan of your development and know how to follow it.

We will do things like:

• Map your current situation – skills, experience, limitations, time and energy.
• Identify the gap between your current position and the target one.
• Break your long-term direction into specific goals and milestones.
• Prioritise what to focus on now and what can wait.
• Turn goals into small, actionable steps that fit into your life.
• Agree on how you will track progress and how we will evaluate it together.

The output is a roadmap you actually use — small steps, not wishful thinking.

Step 3 – Set the Right Expectations

Goal: The plan fits your life — and people who matter understand it.

We will address:

• How much time per week you can realistically invest in your development.
• Where that time will come from and what needs to change in your schedule.
• How to communicate your development plan to your manager and company.
• How to involve your partner / family so that they support you, not block you.
• What “success” looks like in the next 3, 6 and 12 months.

Thanks to this, your development is not just a nice idea, but something that has a clear place in your life and environment.

Step 4 – Build the Skills You Actually Need

Goal: You gradually build the skills that move you towards your target role – in a tempo that is sustainable for you.

We choose specific “skill tracks” based on your goals and current situation.

During mentoring we usually work with several of these areas:

• Thinking and reasoning — structuring problems, deciding, simplifying complexity.
• Communication — explaining, framing, influencing without authority.
• Self-presentation — visibility without bragging, showing value the right way.
• Leadership — owning outcomes, feedback, accountability.
• Delegation and capacity management — not drowning as the “senior who does everything”.
• Meeting facilitation — making conversations shorter, clearer, and decisive.
• Big picture thinking — business, product, stakes, customers.
• Reflection and iteration — learning loops instead of perfectionism.
• Role-specific competencies — architecture, entrepreneurship, people leadership, depending on your target role.

Levels of Collaboration

The framework above is the same for all cooperation levels. The difference is in depth and intensity:

• Lite (3 months): We mainly focus on steps 1–3. You get a clear direction, a growth roadmap and realistic expectations. We also touch on how to work on your skills independently.
• Core (6 months): We go through the full framework including systematic work in step 4. You get regular mentoring, concrete tasks, feedback and support in applying things at work.
• Elite (12 months): Everything from Core, plus deeper support – sandbox projects, work with your team and environment, and help with applying your new skills on the market.

On our intro call we will decide together which level fits your goals and current situation.