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Fall in love with reverse mentoring

Fall in love with reverse mentoring

The weather is starting to cool off and the leaves are starting to change colors. As nature begins to turn inwards and prepare for its unseen time of rejuvenation, I started to think about how mentors could do the same. Over the course of time, a mentor can find themselves constantly pouring out to their mentees. If a mentor is in a more senior level of management, it may be hard for them to find a mentor in a more senior role within their organization. However, seasoned mentors can still find rejuvenation and renewed perspective through an approach known as reverse mentoring.

Reverse mentoring is when a more junior individual or employee is paired with a senior team member to share skills, knowledge, etc. on various topics, such as, cultural relevance, technology, or other strategic areas.

In a reverse mentoring relationship both individuals serve as the mentor and mentee. While it may be tough at first for some senior members to embrace the concept, here are three reasons to fall in love with reverse mentoring.

Infuse fresh insights and perspectives in your organization

Even before the pandemic, organizations must be agile to remain competitive. Reverse mentoring allows organizations to harness new ideas for efficiency and improvement throughout the organization in real time.

Transfer knowledge and skills up, down, and across the organization

As the workforce in the U.S. continues to age and not be replaced as rapidly by younger talent, it is important that organizations do not lose critical knowledge and skills. Reverse mentoring allows senior employees to share their corporate cultural knowledge and technical experience. While, younger talent can share new technical skills and cultural perspective.

Reinforce the value of collaboration for both senior and emerging talent

Collaboration among teams with diverse backgrounds and experiences reinforces an organization’s value of talent across its entire spectrum. By removing barriers and opening up communication it allows multi-generational talent to break down stereotypes and build key talent throughout the company.

If you would like to learn more about how to build a reverse mentoring program please schedule a short demo to discuss with a member of our team.

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Yolanda Johnson, SPHR, SHRM-SCP
yolanda.a.johnson@gmail.com

Highly energetic and enthusiastic HR professional. Skilled in aligning business strategy with talent management programs that initiate and sustain corporate culture change. Demonstrated ability to apply a systematic process for analyzing human performance gaps and closing them