Mentoring post, some last minute tweaks.

posts/mentoring.md

@@ -23,16 +23,16 @@ up across many companies and years.
 
 1\. Your mentor should be **someone you admire**. The best choice
 is usually someone the same career path as you, but further along
-by some years. They don't have to be so much more senior than you,
-it could just be the next step, but they've shown that they're
-willing and able to take on more responsibility. Ideally they're
-someone interesting and inspirational.
+by some years. They don't have to be so much more senior, it could
+just be the next step, but they've shown that they're willing and
+able to take on more responsibility and how to do it at your company.
+Ideally they're someone interesting, inspirational, and relateable.
 
-Another type of relationship is to help you make a change -- from
-Engineer to Eng Manager, or Eng Manager to Product Manager, say.
-Then it's not so much about further along as finding someone who
-has made the switch. Often they're the most eager to talk about how
-they did it.
+Another type of mentoring relationship is when you're looking to
+make a change -- from Engineer to Eng Manager, or Eng Manager to
+Product Manager, say. Then you're looking for someone who made the
+switch. I find they're often the most eager to talk about how and
+why they did it.
 
 2\. Organizationally close-by is OK, but they **shouldn't be one
 of your leaders**. I've gotten the most out of mentors outside my
@@ -46,27 +46,27 @@ of all. Your meetings can't feel like a chore for either of you.
 Even if you've gotten along fine in the past, maybe you'll hit it
 off in this new relationship, maybe now.
 
-How to find the right person if it's not obvious who to ask? Use
+How can you find the right person if it's not obvious who to ask? Use
 your network, talk to people, ask for referrals. Big companies often
-have mentoring programs to help with matchmaking.
+have mentoring programs for matchmaking.
 
 ### Asking
 
-While your mentor will benefit a bit, you'll be the one getting
-most of the value out of this deal.  So it's up to you to ask.
-Understand that they're likely busy and how much you'd appreciate
-some of theri time.  Make sure they know it's OK to say no.
+While your mentor will benefit a bit, you'll be the one getting the
+most out of this deal. So it's up to you to ask. Understand that
+they're likely busy, so say how much you'd appreciate some of their
+time. Make sure they know it's OK to say no.
 
-When I've asked in the past I've pitched it as a trial to start
-with, three or four meetings and then re-evaluate. That way you can
-make sure that it's clicking, see the "rapport" criteria above. If
-it's not feeling great _on both sides_ then it's best to try again
-with someone else, no harm no foul.
+I recommend asking for a trial run to start with: "Let's do three
+or four meetings and then re-evaluate." That way you can make sure
+that it's clicking, see the "rapport" criteria above. If it's not
+feeling great _on both sides_ then it's best to try again with
+someone else, no harm no foul.
 
 ### Being A Good Mentee
 
-So you've found someone, great. During probation and onward be a good
-mentee.
+So you've found someone, great. Here's some things you should do
+during probation and onward.
 
 1\. **Respect their time**. Be prompt. Work around their schedule
 and in a way that works best for them (30 min? over a meal?).