Why Reverse Mentoring works and how to do it effectively

Reverse mentoring is a concept that's been gaining momentum in business over the past decade.

Any Mentor-mentee relationship usually depends on using someone’s specific skills and knowledge to benefit from their know-how. But what happens when seniority isn’t the driver for mentoring relationships? Reverse mentoring challenges the status quo by pairing younger employees with C-suite executives, instead of vice versa. In this type of mentorship, younger employees teach senior executives about things like technology trends, new digital platforms, or cultural awareness. Reverse mentoring is bridging that gap in the organization so that people can be more effective internally with their peers and externally with their customers.

When done well it also builds important connections between generations within companies — which helps develop a greater diversity of thought and innovation, while bringing fresh ideas to the table.

The reverse mentor/mentee dynamic requires mutual respect for each other's different expertise, an openness to learning and sharing, and a willingness to let go of any ego.

Reverse mentorships can develop strong relationships between people from two different generations within the same company. In reverse mentoring you have not only had access to knowledge makers but also can build connections with future leadership candidates in your generation which will help increase diverse thought processes throughout your company -- helping foster innovation through new ideas. This reverse mentor-reverse mentee dynamic will not only make you a better leader but also help the next generation become more effective as well.

While a traditional mentoring relationship is designed for someone who's just starting out or changing careers, reverse mentoring focuses on the benefits that long-time employees can gain from learning from their less-experienced colleagues.

The modern reverse mentoring program starts with the premise that executives are not experts in every facet of their business. By pairing up younger and more inexperienced employees with senior leaders, both parties can learn from one another about what it takes to be successful at work- especially when things go wrong or if there's some new idea coming down the pipeline!

This was popularized by GE's Jack Welch who used it during his tenure as CEO, but modern reverse mentorships extend far beyond just sharing knowledge of technology; today’s programs focus on how senior executives think when tackling leadership issues or their work mindset.

Why Reverse Mentoring Works

Reverse mentoring can increase retention, help senior executives become more sophisticated about social media, drive culture change, and promote diversity.

Innovation is the engine of growth in any market economy, and innovation requires the free exchange of ideas. Engaging employees at all levels in an organization can generate novel solutions to problems, expose hidden assumptions, and inspire an increasingly greater number of people to be creative. Reverse mentoring is a tool that provokes learning across generations and increases harmony between older and younger workers which also contributes to organizational success. Millennials are looking for a sense of belonging and recognition, so reverse-mentoring programs provide them with the transparency that they need.

A Natural Affinity for each other

The natural affinity that two people have for each other is a crucial factor in creating the right environment for reverse mentoring. This means being comfortable enough so they can share their ideas, listen intently and offer advice when needed without feeling too self-conscious or intimidated about what you're saying

Give your company a fresh perspective

The notion of reverse mentoring is based on the idea that learning occurs when your perspective is challenged. Children learn by being questioned about the things they know. Adults learn by questioning children about their world and experiences. When you learn from someone more junior than yourself, you view the world differently from when you confront the same problem from people senior to you. Reverse mentoring shifts this senior-junior relationship to allow businesses to benefit from a new perspective on their work environment and activities.

A great way to form professional relationships

Reverse mentoring is a great way to form professional friendships that will help you improve your skills and knowledge. Whether it be with someone who has a higher or lower rank than yourself, this type of relationship encourages exchanging information between each other no matter what position they hold within an organization. Reverse mentoring isn't just about the age difference. It can help new team members learn the ropes, while at the same time offering more experienced veterans an opportunity to broaden their knowledge and skillsets.

Reverse mentoring can drive culture change in an organization

It flips the conventional model of mentoring and can be used to drive culture change in an organization. It is useful for establishing an open and democratic culture within the company. With their benefits such as open communication, cooperation, shared responsibilities and a better understanding of the world, Millennials are indeed equipped to influence organizations to change their old ways. However, it is crucial that the older generations in a company embrace this change rather than resist it

Reverse mentoring offers unusual opportunities to promote diversity

Reverse mentoring is a new way to break through the hierarchical structure of established companies, making it possible for younger workers to share their experience and knowledge with more experienced colleagues. The mentor is expected to listen as much as he or she is to speak and learn as well as to teach.

As a leader, it’s important to address mentees' fear and distrust. When you don't address the fear or distrust, mentees feel less comfortable and open to sharing their knowledge with their mentors. As a result, this may affect the progress of the mentorship. Acknowledge that older employees may be sceptical about approaching young employees for advice; They need to know they won’t be judged for admitting that they don’t know something.

Despite occasional challenges, reverse-mentoring programs are a powerful way to engage Millennial employees and cultivate younger talent at your company.