What can you learn from reverse mentoring?

A mentoria reversa é um conceito fascinante que inverte o fluxo de aprendizado tradicional, permitindo que mentores aprendam com os mentorados. A mentoria reversa n?o apenas beneficia os mentorados, mas também oferece um ambiente de aprendizado enriquecedor para os mentores, promovendo um ciclo de conhecimento contínuo e troca mútua de saberes.

Reverse mentoring is a development strategy where younger or lower experienced individuals will sit into mentor chairs to take up the role to share their Knowledge , Insights , perspectives. This approach is contrast to the Traditional method of learning where in traditional method , The Senior Individual give training to the Junior individual regardless to the knowledge and skills. Mentioning few key features in Reverse Mentoring 1.Cross Generation Learning 2.Innovation & Creativity 3.Cultural exchange 4.Professional Development Opportunities 5.Mutual Respect and Collaboration

Reverse mentoring is like a cool exchange of ideas! It's not just about learning but also about boosting your tech skills, adapting better, and improving communication. You'll even get some tips on leadership and become more aware of different cultures. It's like making new work buddies while learning and growing together!

In my field, the reverse mentoring provides invaluable insight into what I may have overlooked, a fresh/different perspective and ultimately an area of opportunity for me to consider acting on. If you want to grow, you should be curious to "know".

Aside from the obvious, reverse mentoring can teach you humility, openness, teachability and curiosity. It’s a great way you can practice these traits & mindsets.

When I sought out reverse mentoring opportunities, I looked around my organisation and approached people who I wanted to learn from - and who I could offer something in return. Often, they were surprised to be asked, because I was more experienced (in other areas of work), more senior, and definitely older. Often, they didn't expect me to "admit" that there were things I wanted to learn. And they were often pleased to be asked, as they had not realised that their expertise was so important and they felt more validated. That's another positive side of reverse mentoring - showing more junior colleagues how relevant and valuable their expertise is. As more senior staff members, that's something we can all do for those we work with.

Finding a reverse mentor is feasible through various channels. Start by exploring your organization or network for individuals possessing skills or knowledge you aim to develop. Online platforms like LinkedIn groups, Slack channels, or webinars related to your field offer opportunities. Clearly communicate your goals, expectations, and availability when approaching potential reverse mentors. Clarity in intentions and respectful communication enhances the chances of establishing a productive reverse mentoring relationship.

Finding a reverse mentor is much easier than other way round. Reverse mentors are all around us. They are the fresh graduates, the Gen Z, the kid in your neighborhood, your assistants and other junior employees. All you need is your humble self acknowledging that you do not know it all. I have learnt a lot from reverse mentors. I learnt how to use Canva, Slack and other platforms from reverse mentors.

Finding a reverse mentor could be challenging but it will be worth for the challenge. This approach will definitely help to upskill the individual. Here are few ways to find Reverse Mentor. 1.Network within your organization 2.Join professionally skilled groups 3.Engage in Cross Functional Projects 4.Connect through Social Media 5.Seek Recommendation Most importantly - Be Open and Approachable Most Important factor to be in Mind - Reverse Mentoring is a two-way street , Always approach the mentor with Respect , Curiosity and it also involves in mutual learning and Collaboration.

Quite often HR supports mentorship relationships between employees who are curious about different areas of organizational work, or who are looking to upskill in distinctly different areas. A next place to search is your existing LI network, or begin creating new LI connections with those in the area of expertise which is of interest to you. When connecting with a potential reverse mentor, be sure to outline what you can offer them in exchange for what you are seeking. When I was curious about project management, I found a mentor who was keen to learn about educational leadership - I began by engaging with their posts, then being curious through comments and DMs, and organically moving forward to an "ask me anything" stage between us.

Establishing a fruitful reverse mentoring relationship requires a foundation of trust and respect. Begin by setting clear guidelines regarding meeting frequency, preferred formats, and feedback mechanisms. Show sincere interest and value your mentor's insights by asking open-ended questions, actively listening, and appreciating their contributions. Foster an environment where feedback flows both ways, allowing for mutual learning and growth. Cultivating genuine curiosity and acknowledging their expertise fosters a collaborative and respectful partnership.

The Reverse mentoring is always a two way street learning as it benefits the Mentor and also from the other end. It involves careful planning , Clear communication and commitment to a mutual learning. We have to identify the potential mentors and defining our objectives to have a clear idea about the learning. Once we identified the potential Mentor,Approach them with the respect and clear objective that includes,Why we have chosen them. It is very important to set boundaries and Limitations with a well structured plan , Always have a open and Respectful communication.We need to monitor the performance and celebrate small achievements too,At the Final process evaluate the process and learning outcome and Express gratitude to the mentor

Initiate the relationship with clear communication and a genuine interest in learning. Collaboratively set expectations, goals, and a structured framework for the mentoring journey. Establish a foundation of trust and respect, acknowledging the value each participant brings to the relationship. Regularly revisit and adjust the relationship structure as needed.

If you're looking to expand your skills and learn something you have never done before follow this approach: - Investigate. Search YouTube, LinkedIn, and Instagram (you would be surprised), and maybe purchase a very affordable course on a platform like Udemy. The goal here is to gather information about the skill, not necessarily master it. - Explore your options. Mentorship can be paid or it can be free. There might be also coaching programs available. - Get to know the right people. You may or may not be able to find a free mentorship for the skills you're learning, the most important thing is to find the right mentor for you! Once you get the foundation down, start mentoring others. It's a great way to deepen your knowledge.

Mantener un feedback constante, respeto sobre todo y con un solo fin, ampliar los conocimientos. Evitar trampas de vanidad o ego donde uno crea o quiera demostrar que sabe más o tiene la razón, es la mejor alerta de que algo anda mal con el aprendizaje.

The best way to learn anything is to have an open mind approach. This eliminates any bias or prejudice. Acknowledge that you don’t know it all. Humble yourself and be willing to accept negative feedback from your reverse mentor.

Approach the relationship with an open mind and a willingness to absorb new perspectives. Actively listen to your mentor's insights, experiences, and expertise. Embrace opportunities to learn about technological advancements, industry trends, and cultural nuances. Be proactive in seeking guidance on specific challenges or areas for improvement. Reflect on the lessons learned and apply them to enhance your professional growth.

From reverse mentoring, the younger mentor can learn how to: . understand the senior mentee's goals, . prepare sessions aligned with these, . communicate clearly, . foster a safe, question-friendly environment. The mentor can also learn to be patient and empathetic, to seek feedback and to maintain professionalism. The senior mentee can better define learning objectives while respecting the mentor's knowledge. The mentee has also to: . be open to new ideas, . share experiences, . provide feedback, . practice patience, and acknowledge progress. Both parties learn the benefits of mutual engagement (based on enhancing growth) and effective communication (based on reciprocal understanding) in an intergenerational context understanding.

I recommend mentors and mentees write learning logs, so they can capture their insights, 'Aha' moments, and progress. If their partnership allows, they can also explore together not just what they have each learnt from the mentoring partnership but also from the REVERSE mentoring experience: What difference has the reverse mentoring experience made to them? How can they carry their learning forward, also for the organisation's benefit? If they want to share their learning whilst respecting the confidential nature of their conversations, they could write a case study, give a presentation or contribute to a panel. Reverse mentoring is still rare. It can be inspiring for others, so sharing their learning can have a real impact.

Amplify the insights gained through platforms like LinkedIn, utilizing its reach and influence. Share key takeaways, interesting anecdotes, and newfound skills to contribute to the broader professional community. Foster a culture of knowledge-sharing within your organization, encouraging others to explore reverse mentoring opportunities.

Regularly check in with your mentor to assess the ongoing relevance and effectiveness of the relationship. Adapt the structure as needed based on evolving goals and priorities. Cultivate a sense of reciprocity by offering your own insights and experiences when appropriate. Sustain the relationship by nurturing an environment of continuous learning and growth.

In order to sustain the reverse mentoring there must be an outcome for both parties. As long as you at clear on the objective of the relationship and both parties are open to grow there will be a strong WHY. The stronger the why and the more growth the more likely this reverse mentoring relationship will span over a longer period and if not any more then there might be a time to move and pause it.

To sustain a reverse mentoring relationship, there are some rules to follow. . regular meetings (to reinforce the rapport mentee/mentor), . regular update goals ( to suit individual needs for both) . open communication with a continuous feedback loop . flexibility to changes (to better foster growth for both). Mutual respect, honesty, and learning from each other are KEY. Last but not least : Celebrate achievements!

Reverse mentoring is a valuable concept that I fully embrace. It allows for a refreshing exchange of knowledge and perspectives between seasoned leaders and younger, often tech-savvy employees. Through reverse mentoring, one can gain insights into emerging trends, technologies, and the evolving preferences of the newer generation. This reciprocal learning process can spark innovation, improve decision-making, and foster a culture of continuous learning within an organization. As a leader, I see the immense value in remaining open to learning from individuals with diverse experiences and expertise, regardless of their age or position within the company.

The rapid advancement of technologies, coupled with the talent shortage in the markets, presents an excellent opportunity for reverse mentoring. This approach not only helps keep senior employees in the corporate world but also plays a crucial role in nurturing young talents.

Reverse mentoring is an excellent way to create a more appreciative, collaborative organisational culture. When a senior manager asks to be mentored by a more junior, often younger colleague, this sends a strong signal to staff that all employees can learn from each other, irrespective of status or level of seniority, that everyone's expertise is valuable, and that people get recognised for their contributions and talents. In my experience, reverse mentoring also helps the mentor build confidence, it creates networking opportunities for them and of course also raises their visibility. All good things when it comes to career management.

Reverse mentoring provides a unique opportunity to glean fresh perspectives and insights from diverse voices within an organization. As a mentee, embracing this approach fosters a two-way exchange of knowledge, enhancing both technical and cultural understanding. It enables a deeper grasp of emerging trends, technologies, and the evolving needs of different generations in the workplace. Ultimately, reverse mentoring cultivates a collaborative learning environment, promoting innovation and fostering a more inclusive and dynamic organizational culture.

Reverse mentoring offers valuable insights by fostering collaboration between individuals of different experience levels. As the more experienced person learns from a younger or less experienced mentor, they gain fresh perspectives on technology, emerging trends, and innovative approaches. It promotes a diverse exchange of ideas, enhances cultural understanding, and challenges traditional viewpoints. Additionally, reverse mentoring can improve communication skills, bridge generation gaps, and create a more inclusive work environment. Ultimately, embracing reverse mentoring can lead to increased adaptability, a better understanding of evolving markets, and the development of a more dynamic and forward-thinking organizational culture.