Hiya. Google two models that might help you. EDAC (explain, Demonstrate, apply, consolidate) refers to training; GROW (goal, reality, Options, way forward) refers to coaching.
Using a GROW coaching model gives you structured questions to help them come to the learning/u doers taming on their own. EDAC training, by comparison is more of a "tell" approach where you give them the answers /knowledge and ensure it sticks for them.
When you train someone you tell them what the goal is and tell them how to get there. You talk 80% they talk 20%. When you coach/mentor someone they should identify the goal with your encouragement and you should help them formulate the plan. You talk 20% they talk 80%. This is how it was explained to me when I switch from being an A1 assessor to being a clinical coach. The long short of it is it's wanky your good well motivated students require little input and you kick the arse of your rubbish students and some are in the middle. If it's an interview talk about identifying goals and encouraging students to develop strategies to achieve goals is what they are looking for.
I'm probably being a bit dim here, but have an interview this week (capability based!) where I must talk about coaching/mentoring others. I'm not sure what to use as an example: I ran my own business for a long time and have trained lots and lots of staff over the years to do all kinds of things, but I suspect mentoring goes further than that. Would continuous longer-term training fit the bill (teaching someone to run our office from scratch)? Is there anything else I could use that's more like that?