The power of reverse mentoring
It was recently the National Mentoring Day in the US and it is a good reminder of the power of mentoring.
Many mentoring programmes fail though, despite the best of intentions and even well laid out plans.
But it doesn’t have to be that way – and the answer spells ‘organic mentoring’. If you’re not familiar with the concept, then let us have a quick look at it.
Organic Mentoring
Organic mentoring is when mentoring happens naturally, ie a person seeks out the guidance and support of someone they would like to have as a mentor. It’s organic; it meets the mentees specific needs and it is driven by the desire of the mentee and the mentor.
They both see the value and benefits of the mentoring relationship. And when there is that shared desire to make it happen, it goes without saying that the results will follow.
Mentoring programmes in organisations often suffer from some or all of the following challenges:
How to make Mentoring Programmes a success
When considering a mentoring programme, we recommend taking an approach that comes as close to an organic mentoring as possible, while at the same time providing the structure and support that is needed to make it as easy and effortless for the mentor and mentee to just get on with the mentoring.
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An important part of kicking it all off is to have a very clear message and a communication strategy that ensures everyone involved really “gets” the value of the initiative. The communication should then continue throughout the mentoring timeline to help keep the momentum going, encouraging the participants to keep being proactive, looking for the continuous learning opportunities in the conversations with their mentor or mentee.
Another important ingredient is to prepare both mentors and mentees for their roles. This should include
Mentoring goes both ways
In addition to this, we have noticed that the benefits for the mentor are often not highlighted enough, hence not getting to the full potential of the mentoring relationship. The mentor should get as much out of the mentoring as the mentee, as you learn a lot when you start sharing your experience and insights and can see it contribute to the mentor and his/her situation. We have found that mentors who start mentoring and realise that they will also go through a learning experience, recognising that there’s plenty to learn from someone more junior, with a different generational perspective, go from strength to strength.
So don’t give up on mentoring programmes – when done effectively, they are powerful and creative processes that can fast-forward the learning of all parties involved.
Maybe it’s time for you to get a mentor – or become one – to continue future-proofing your leadership.
Written together with Elisabet Vinberg Hearn for IMPACT A Leadership Magazine Issue 20 October and November
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