Thanks! Many great points. There is a reason behind my original question, since it's related to reflecting over the mentor role in the current situation. And

Thanks! Many great points. There is a reason behind my original question, since it's related to reflecting over the mentor role in the current situation. And I'm trying to find out if if there, with the current situation, are similarities with past annoyances because of my character. So the following hit right to home, because that's what I'm reflecting about: > What struck me each time is how the things you observe are universally centered around people not behaving the way youd want someone to behave given your estimation of their talent and/or experience. I'd appreciate your thoughts about the mentor role on the following situation. The person I'm mentoring now is a senior with past roles in Amazon, IBM, ... We are working together for 2 months now, but December is traditionally a low activity month because of holidays and a week off by the company. I've had a feature that I was originally going to do solo ( my priority was the deadline and now I'm mentally switching to onboarding the senior the right way). This also means that the user stories were less documented. We have a 7 hour difference in time zone ( he in Canada and I'm from Belgium). I've almost daily asked if there were any issues/unclarities. He also started early sometimes, probably to have more overlap and more help from me. He also worked a Saturday ( for a relatively simple problem that he couldn't fix in 3 days, we did pair programming and I had 2 solutions in 30 minutes). He couldn't solo implement a feature flag, where the "enabled" route took the new endpoint ( swagger generated) and the old route took the old one. I literally had to take the screen over and did it in 5 minutes. Personally, this looked like an easy task. Any advise from the mentor viewpoint? My urge was that this ( and other things) looked like a red flag. I requested feedback internally and it was mentioned to take character/culture differences into account. I'm now trying to compare past experiences to reflect on that feedback. But I have a hard time getting over it that someone with 18 years of experience couldn't do that solo. I was always worried that he would be without work. It's possible that this was viewed as "pushing", while I just tuned in to see if everything was clear and if he had questions. My current guess is that perhaps because of my handling, he tried to adjust his coding to my way of doing/development and it impaired him ? ( that's the only possible explanation I can find). This guess is related to what was mentioned after feedback internally. My actual guess is more in the lines of "beginner expert". And my worry is that our team in theory has an additional senior, while that's not the case. Note: I requested for an additional senior ( full stack) for a while since we can use it. But it seems that the position that was open is not similar to what was fulfilled ( I would say there's even such a big difference that's it's red flag. And i believe it's also my job to signal that). Any advice / reflections would be greatly appreciated.