Why Mutual Mentorship Between Generations Matters in the Workplace

Summary: Mutual Mentorship as a workplace practice provides a meaningful opportunity for professionals and organizations to leverage the breadth of attributes, skills, perspectives, and experiences inherent across all ages and generations. Especially in today's skills-based learning economy and multi-generational workforce.

One of the cornerstones of personal and professional growth is embracing lifelong learning through refining your skills—no matter your age.

And a significant, yet very underutilized element of skill development and refinement is mentorship.

But the real value of a mentoring relationship must be embraced in both directions—not from a one way street.

And that includes only from a senior leadership or an age, or authoritative positional approach (C-Suite executive to mid-level manager, Boomer to Gen Z, etc.). Because each person on both sides of the mentoring relationship can benefit from a mutual knowledge and learning exchange.

Especially now as many professionals collectively are navigating a very disruptive and ever-changing world of work—while striving to maintain workplace relevance, along with their own professional growth.

"Research shows that mentoring dramatically impacts employees’ professional ascension while simultaneously taming their potential for burnout. It also undoubtedly benefits the mentor, who learns just as much from the mentee."

This is a position that's also noted?by one of the phenomenal leaders featured in the #FabulousOver40 Spotlight Series, Ruth Gotian, Ed.D., M.S. — who is the Chief Learning Officer at Weill Cornell Medicine, and is a world renowned speaker, coach and the bestselling author of the book The Success Factor.

In her article from Psychology Today, Ruth emphasizes the effectiveness of mentoring in the workplace, but also the power of mentoring in both directions.

As Ruth stated, "Research shows that mentoring dramatically impacts employees’ professional ascension while simultaneously taming their potential for burnout. It also undoubtedly benefits the mentor, who learns just as much from the mentee."

This idea of mutual mentorship is becoming more of a defining and relevant practice within organizational teams. Particularly in today's multigenerational workforce where we have a tapestry of talent across many age cohorts contributing to the success output of organizations.

A Conversation on Maximizing the Skills of Each Generation

"Look at the gaps. Pull out those transferable skills and those superpowers of the Gen Zs and the emerging employees. And at the same time, pull out the superpowers of the seasoned generations and employees."

According to the U.S. Bureau of Labor Statistics, there are now up to five generations that make up today's workforce: Traditionalists, Boomers, Gen X, Millennials, and Gen Z.

This phenomenon is somewhat of workplace watershed moment and the first time this has happened.

The reason?

Much of it has been attributed to the evolution of life expectancy over the last 40 years due to advances in health care, dietary/exercise improvements—in addition to other factors such as the need to maintain income flow later in life as a result of the financial crisis and a reduction of retirement safety nets.

So this means people are not only living longer—they are also working further into their seasoned years.

Therefore resulting in this broad span of ages and generations in the workplace replete with an abundance of attributes, skills, perspectives, and experiences that serve as assets to any organization.

Previously, I had the pleasure of being invited by the Institute of Coaching for a conversation on LinkedIn with their Executive Director Jeffrey Hull, Ph.D. BCC .

During our conversation, Jeff and I spent time not only discussing my mission to help people master and maximize their middle years impact at work—but also why leaders should embrace an age diverse workforce to increase organizational productivity and profitability.

As mentioned, we also discussed the power of mutual mentorship in today's multigenerational workplace. And how organizations, and the executive coaches who are hired by them, can use this approach to better leverage the skills and unique experiences inherent to each generation.

Every generational cohort brings a vast array of skills and leadership assets to the workplace table.

For example, the rising stars of Gen Z who have recently entered the workforce—their youthful exuberance and natural penchant for digital communication are invaluable virtues for any organization determined to maintain relevancy in today's workplace.

There are a lot transferable skills that can be cultivated and learned from those emerging professionals such as digital intelligence, collaboration, etc.

And for the seasoned Boomers, Gen X, and even early Millennials—their wisdom and lived experiences that predate the advent of social media can facilitate best practices on cultivating interpersonal and face-to-face relationships not solely reliant on digital technology.

Bridging the Gaps and Facilitating Mentorship From the Middle

"We are right now in position to be the glue between generations. The generation that’s going to say?that everything is going to be okay.?That’s going to kind of soldier on. That’s gonna kind of pull everybody together. Longer term...is going to need to be Gen X."

With this five-generation workforce now being a reality, this presents a great opportunity for a generational cohort that is often neglected and overlooked in the broader generational narrative...

Yet is very much well positioned to be that connective glue of knowledge transfer between the emerging employees and the more experienced talent.

Yes, I am talkin' bout my generation.

Gen X.

This was also highlighted by conversation with CNBC anchor and business journalist?Jon Fortt ?during his appearance on my?Gen X Amplified ?podcast.

During our chat, Jon and I discussed how Gen X is now uniquely positioned to effectively add value and rise up to the challenges as leaders in today’s multi-generational workforce.

As Jon stated, "We are right now in position to be the glue between generations. The generation that’s going to say?that everything is going to be okay.?That’s going to kind of soldier on. That’s gonna kind of pull everybody together. Longer term...is going to need to be Gen X."

Many of us who are Gen X and in that mid-stride stage in our careers are now in positions of organizational leadership.

Also being in this magical "middle" provides Gen X the gateway to better inspire, impact, and influence other generations on both sides—while also facilitating effective mutual mentoring practices within their respective teams, and for themselves.

In Closing: It's All About Building Relationships and Adding Value

Remember—no age or generation succeeds in solitude. That's the power of mutual mentorship.

In general, mutual mentorship as a workplace practice is beneficial to all, and offers a wealth of opportunities not just for the employees, but for the organization at large.

As today's "learning economy" continues to strengthen each day, we would be remiss as professionals, team leaders, and members of the working world to not gain and grasp the invaluable gems that can be shared from every age cohort and generation.

This is really all about the undeniable power of relational intelligence (RQ) through nurturing meaningful relationships and exchanging massive value across all ages.

Yes — there is something of value to be gained from each generation.

Whether you are seasoned in your career, or someone who is beginning their professional path — the power of relational Intelligence through mutual mentorship and adding value to others should never be taken for granted.

Remember—no age or generation succeeds in solitude.

That's the power of mutual mentorship.

Gratitude and Reminders

Thank you so much for reading this edition of the?Mid-Career Mastery Newsletter. ?I am honored and I truly appreciate it! If you enjoyed this article, please share with others who you think would receive value from it.

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About The Author:

Adrion Porter is a speaker, LinkedIn Top Voice, workforce strategist, age inclusion advocate, and the founder of Mid-Career Mastery?, a consultancy for organizations and their mid-career and seasoned talent.

A former 20+ year marketing executive, Adrion is now on a mission to help others master and maximize their transformative middle years and beyond.

Adrion is frequently invited by organizations around the world to present his signature model, The Mastery Map?, which codifies three proven pillars of transformation for navigating and thriving in your career at any age or stage.

For keynote speaking, workshop, or thought partnership inquiries, please reach out to Adrion here on LinkedIn, and/or visit: adrionporter.com .