#LeadershipHack: Reverse Mentoring
I’ve always been passionate about mentorship. Being able to “pay it forward” and help the next generation be successful in the workplace is a responsibility leaders have felt for generations. However, a new trend is gaining popularity that shifts that power dynamic. It’s called Reverse Mentoring. And it’s driving outcomes that executives never could have imagined.
Reverse mentoring is a concept where younger or less experienced individuals provide mentorship and guidance to older or more experienced individuals, typically in the context of technology, digital skills, or cultural insights. Unlike traditional mentoring, where a more experienced person guides a less experienced one, reverse mentoring acknowledges that knowledge and expertise are not limited to age or experience.
For the past few months, I’ve had the joy of “reverse mentoring” Lauren Reilly. She's providing me with “expertise” on areas like board development, social media, technology trends, what Millennial/GenZ workers need for a successful workplace, and more. Through working with Lauren, she helps support me in staying “current” with the rapidly evolving technologies, defining new target markets, and identifying cultural shifts happening in the workspace and across the globe.
Some examples of a Reverse Mentoring relationship include:
Reverse Mentoring has the ability to foster a culture of collaboration and learning across generations within an organization. The goal is to create a two-way learning process, where both parties benefit from each other’s knowledge and perspective. Educational theorist Paolo Freire shares that students aren’t meant to be receptacles to be filled with knowledge, but instead drivers of their own education. Why should mentorship be any different?
Reverse mentoring can contribute to breaking down hierarchical barriers within organizations, fostering a culture of innovation, and promoting a diverse and inclusive workplace by valuing the insights of individuals from different age groups and backgrounds (which in turn helps with retention).
So what are you waiting for? Here are some quick tips/tricks to setting up a program at your workplace today.
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1. Identify Objectives: Clearly define the goals and objectives of implementing reverse mentoring. Determine what specific skills or insights you want senior employees to gain from their younger mentors.
2. Communicate the Benefits: Clearly communicate the benefits of reverse mentoring to both mentors and mentees. Emphasize how the program contributes to professional development, innovation, and a more inclusive workplace.
3. Identify Participants: Identify potential mentors and mentees within the organization. Consider factors such as technological expertise, digital skills, and knowledge of current trends when matching pairs.
4. Establish Guidelines: Develop guidelines and expectations for the reverse mentoring program. Clearly outline the time commitment, frequency of meetings, and the expected outcomes. Ensure that participants understand their roles and responsibilities.
5. Facilitate Pairing: Match mentors with mentees based on their areas of expertise and the goals of the program. Consider creating diverse pairs to encourage cross-cultural and cross-functional learning.
6. Regular Check-Ins and Encourage Open Communication: Foster an environment of open communication where participants feel comfortable sharing their experiences and insights. Encourage mentors and mentees to provide feedback to improve the program continuously.
7. Evaluate and Adjust: Regularly evaluate the success of the reverse mentoring program. Collect feedback (qualitative and quantitative) from participants and make adjustments as needed. This could involve refining the matching process, updating training materials, or expanding the program to involve more employees.
8. Celebrate Success: Acknowledge and celebrate the successes of the reverse mentoring program. Share stories of positive outcomes, innovations, and increased collaboration resulting from the program.
International Leadership Coach and Organizational Development | Let us reveal Your Gold Potential ?? Empowering Organizational Excellence and Impactful Leadership with Systemic Development
6 个月Thank you for highlighting the value of Reverse Mentoring from your perspective, Robert David and emphasizing how important it is to set clear objectives and to review them iteratively. I'm convinced that this approach can also have a strong leverage effect in conveying and applying #characterdrivenleadership.
Brand Marketing Director | CRM/Email/SMS | Content Development | Multichannel Communications
8 个月The idea of this is intriguing. What’s missing from this conversation, and in fact, from DEIB, in general, are connections that break down ageism. Women, in particular, who have stepped away from careers to focus on family, are stepping back into the workforce, and met with broad assumptions from younger generations. There are plenty of accomplished over 40, over 50, and even over 60 candidates and workers who are not senior executives, but have as much or more to offer in terms of skill, insight, and steady thoughtfulness, are current, vibrant, and not at all stereotypically out of touch.
Early Childhood Educator / Financial Professional
9 个月What a great way to grow in different areas by sharing ideas and different points of views ????
Experienced talent management and development specialist responsible for leading teams?that support the career development performance and engagement of employees
9 个月Sim Virdee
Compliance Manager | Renewable Energy Enthusiast | Regulatory Expertise | Sustainability Advocate ??
9 个月360 feedback is an excellent tool which also empowers those who work for you. Those who don't embrace this are often the ones who fail to acknowledge their workforce's opinions and are missing out on the potential growth and refinement of their leadership.