1. Why do organizations need a formal reverse mentoring program?
Reverse mentoring is the opposite of traditional mentoring, where a senior leader is mentored by a younger, junior employee. The process recognises that there are skills gaps and opportunities to learn on both sides of a mentoring relationship. Reverse mentoring was popularized by Jack Welch in the late 1990s. One of the pioneers of reverse mentoring in India is Bharti Airtel. I remember having a structure around it, during my days there in the early 2000s. Today many organizations have a formal ‘reverse mentoring’ program. As it is said, what can’t be measured, can’t be improved. Hence the need for a formal reverse mentoring program. A formalised program identifies the gaps, lays down a structured mentoring process, tracks progress that ultimately aligns with the organization’s larger goals and ambitions.
2. Traditional Mentoring vs Reverse Mentoring
Traditional mentoring is an age-old, successful model of mentoring and training. Traditionally a mentor is expected to be more senior and more experienced than her mentee. However, in today’s day and age of frequent changes and upgrades in technology trends, geo-political equations, regulatory obligations, competitive challenges, consumer behaviour it is imperative that we create a very adaptive and flexible business model. Reverse mentoring, alongside traditional mentoring helps is closing the knowledge gaps and brings best of both worlds together to create a business that adapts to changes and faster. One is not at the expense of the other, both traditional and reverse mentoring have their place under the sun.
3. Personal and organizational benefits of Reverse Mentoring
While mentoring in the reverse, both senior and junior employees gain enormously. Seniors add to their knowledge and skills level and breaks down harmful stereotypes about different age groups. Starters provide fresh perspectives and ways of working, while long-serving team members are likely to possess a wealth of organizational and industry knowledge, from which the juniors can benefit. By mentoring seniors, the juniors get a sneak peek into the lives of people much higher on the corporate ladder that may well prepare them for their future roles. Organizationally it is a win-win-win i.e., it works for the mentor, mentee and broader organizational goals.
4. How does Reverse Mentoring benefit in building a learning organizational culture
Any mentoring process, be it reverse or traditional, works on a culture of willingness to learn. For seniors, curiosity and thirst for knowledge needs to remain alive. And the junior mentor must be keen to share knowledge and skills and that too in a way that is intelligible to someone a generation or two apart. It creates harmony, respect for individuals for their skills irrespective of hierarchical levels and creates an overall culture of caring, sharing and inspiring. A culture of merit takes over culture of entitlement.
