If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.

How clear are the goals for your mentoring relationship?
Which conversation helped you take a next step?
What would improve meeting frequency or structure?
How easy is it to arrange the next mentoring conversation?
What practical next step came from your last discussion?

Author notes / illustrative keys where applicable:
1. Check whether both participants can describe an agreed purpose for mentoring. Clarify conflicting expectations before changing the meeting schedule or interpreting participation as progress.
2. Locate the discussion that informed a concrete next step, preserving its useful questioning or support. A helpful conversation does not demonstrate a lasting career outcome.
3. Separate cadence problems from problems with meeting agendas or follow-through. Agree a feasible adjustment with both participants rather than assume more frequent meetings are preferable.
4. Identify practical scheduling friction, including the route used to arrange the next conversation. Address coordination barriers separately from the participant's willingness to continue mentoring.
5. Check whether the last discussion produced an identifiable action that the participant owns. Revisit its feasibility without requesting private disclosures from the mentoring conversation.