Quiz: Discover Your Natural Mentorship Style
For the most part, we all know about our personal style of work, receiving feedback, even fashion... but have you ever thought about what your mentor style is?
Have you ever wondered what kind of mentor you really are?
You have wisdom to share and a genuine desire to help others grow. But leadership isn't one-size-fits-all. The way you naturally guide, support, and challenge others is unique to you. Understanding your innate style isn't just self-discovery—it's the key to becoming a more effective, impactful, and sought-after mentor.
Are you the one who pushes people to be their absolute best, even when it's tough? Are you the ultimate confidante, creating a safe space for growth? Or are you the master networker, opening doors others can't see?
It’s time to find out.
Quick Tip:
Grab a pen and paper or open a notes app on your phone. For each of the 10 questions below, just jot down the letter (A, B, or C) of the answer that feels most like you.
There are no wrong answers, only revealing insights. Let's begin!
The Mentorship Style Quiz
1. A mentee comes to you feeling completely overwhelmed by their workload. Your first instinct is to:
a) Help them create a ruthless prioritization list and challenge them to delegate three tasks by the end of the day.
b) Listen patiently, validate their feelings, and help them talk through the sources of their stress.
c) Ask, "Who on the team is great at time management? Let's get you a coffee with them."
2. When a mentee achieves a major goal, you are most likely to say:
a) "Excellent. What's next?"
b) "This is incredible! Tell me how you're feeling. Let's take a moment to celebrate this win."
c) "This is amazing work. Who in leadership needs to know about this? I'll send an email."
3. A mentee presents you with a new idea that you think has a few flaws. You say:
a) "Let's poke some holes in this. I'm going to play devil's advocate for a minute..."
b) "This is a really creative start. What part of this idea are you most passionate about?"
c) "This reminds me of a project [Person at Another Company] worked on. You should talk to them to see what challenges they faced."
4. Your ideal mentorship meeting would be spent:
a) Reviewing a detailed action plan and holding the mentee accountable for their commitments.
b) Having an open, unstructured conversation about their long-term aspirations and fears.
c) Whiteboarding their professional network and identifying key people they need to meet.
5. A mentee is nervous about asking for a promotion. You advise them to:
a) Go in with a data-packed, undeniable case for their value and practice the pitch with you until it's flawless.
b) Explore their fears around the conversation first, focusing on building their internal confidence before they ever walk into the room.
c) Identify the key decision-maker and find a "champion" who can put in a good word for them beforehand.
6. The greatest value you believe you can offer a mentee is:
a) Pushing them beyond their perceived limits to achieve excellence.
b) Providing a safe, supportive space for them to be vulnerable and grow.
c) Opening up your professional network and creating opportunities for them.
7. A mentee tells you, "I don't know what I want to do with my career." Your first question is:
a) "What are you best at, even if you don't enjoy it?"
b) "What activities make you lose track of time?"
c) "Who are the three people whose careers you admire most?"
8. Your mentorship style is most like a:
a) Coach
b) Therapist
c) Agent
9. When a mentee makes a mistake, your primary focus is on:
a) The lesson learned and the system that needs to be fixed to prevent it from happening again.
b) Reassuring them that mistakes are a normal part of growth and helping them process any feelings of failure.
c) Helping them manage the professional fallout and repair any damaged relationships.
10. You feel the most fulfilled in a mentorship when:
a) You see your mentee achieve a difficult, measurable goal they thought was impossible.
b) You see your mentee gain self-awareness and confidence in their own abilities.
c) You see your mentee get a fantastic new opportunity because of an introduction you made.
Calculate Your Results & Get Your Mentorship Style
Tally up your A's, B's, and C's. Which letter did you select most often? Find your dominant mentorship style below.
(Note: This is where you would typically "gate" the content and ask for an email address in exchange for the results. Example: "Enter your email to see your detailed mentorship style analysis!")
Your Results Are In...
Mostly A's: You are The Challenger
You are the high-performance coach, the loving "drill sergeant," the one who sees the absolute best in people and refuses to let them settle for anything less. You believe that real growth happens just outside the comfort zone, and your greatest gift is pushing people to get there. You're motivated by excellence, action, and results.
Your Strengths: You are incredible at helping people achieve ambitious, measurable goals. You cut through the noise, hold people accountable, and are unafraid of tough conversations. Mentees who are serious about accelerating their performance seek you out.
Things to Watch Out For: Your directness can sometimes be perceived as impatience or a lack of empathy if not paired with genuine care. You might risk burning out a mentee who needs more emotional support before they're ready for a hard push.
Famous Examples: Steve Jobs, Gordon Ramsay (in a professional kitchen), any elite sports coach.
Actionable Tip: Before delivering a tough piece of feedback, start by asking, "Are you in a place to receive some direct feedback right now?" This simple question ensures the mentee is ready and gives them a sense of control.
Mostly B's: You are The Nurturer
You are the confidante, the cultivator, the "work parent." You believe that the foundation of all professional growth is psychological safety and self-awareness. Your greatest gift is your ability to listen with empathy, validate feelings, and create a safe space where people can be vulnerable, explore their fears, and build unshakeable inner confidence.
Your Strengths: You are a master at building trust and helping people navigate the complex emotions of a career—imposter syndrome, burnout, and uncertainty. Mentees come to you when they need to find their "why," not just their "what."
Things to Watch Out For: Your desire to protect and support can sometimes lead to you avoiding necessary but uncomfortable truths. You might be hesitant to give the critical feedback a mentee needs to hear to grow.
Famous Examples: Maya Angelou, Brené Brown, Mr. Rogers.
Actionable Tip: Pair your validation with an empowering question. After listening, try saying, "That sounds incredibly difficult, and it makes sense that you feel that way. What is one small thing you could do that would feel powerful in this situation?"
Mostly C's: You are The Connector
You are the human super-node, the agent, the opportunity-maker. You see the world as a web of people and possibilities. Your greatest gift isn't just what you know, but who you know. You believe that the right introduction at the right time can change the entire trajectory of someone's career.
Your Strengths: You are a strategic networker and a generous door-opener. You excel at helping mentees gain visibility, find hidden opportunities, and build their own "personal board of directors." Mentees who need to break into a new field or get a foot in the door find you invaluable.
Things to Watch Out For: You might be so focused on the next connection that you don't spend enough time diving deep into the mentee's specific skills or emotional state. Your value is immense, but it works best when paired with deeper guidance.
Famous Examples: Arianna Huffington, Vernon Jordan, every great talent agent in history.
Actionable Tip: Before making an introduction, spend 15 minutes workshopping the "ask." Help your mentee clarify exactly what they want to learn from the new person. A focused mentee reflects well on you and makes the introduction far more successful.
Now, Put Your Style to Work
Understanding your dominant style is the first step. The best mentors learn to flex into the other styles when needed. A Challenger learns to nurture. A Nurturer learns to connect. A Connector learns to challenge.
Want to share your mentorship gift with the world? Apply to be a WERULE mentor / advisor here.
