There is an underlying assumption between a trainer and a trainee. Mentor/trainer does the mentoring, and fresh young employees keep their hands and minds open to grab whatever they are supposed to catch up and put into their minds. Here is the problem: you are missing opportunities to nurture creativity, the possibility to find a better solution that you did not think of. Helicopters were not dreamt by engineers, it was by Leonardo da Vinci, an artist! The structure of atom was first proposed by philosophers, and not the scientists. The point is, by “speaking” of established methods of how to solve a problem, you are killing fresh minds of young executives of thinking on their own.
Why don’t we turn the mentoring process upside down? Let the trainee speak up what they feel the way things need to be done. We then infuse our experiences and knowledge that we love to boast about (which may be correct in many instances, no offense intended). This will not only boost confidence of trainees, but also give their mentor a fresh perspective to think of. Two-way road is better than one way road (in many instances), isn’t it?