[Flash] Reverse Mentoring is Not for Hacks

When Debra’s manager recommends that she hire a younger comic to write jokes for her, she is incensed! She doesn’t need help, especially from a comedian two generations apart.

Ava, the younger comedian writer, is undeterred, and somewhat belligerent, calling Debra a “hack” – someone whose work has become dull, unimaginative, and mediocre.

That label forced Debra to admit that Ava was correct. She had calcified, her material had become trite, and she had stopped growing.

Over the next three seasons, Ava mentors Debra in an informal, reverse mentoring relationship. Deborah evolves, and Ava thrives in her role.

Reverse Mentoring
Reverse mentoring occurs when someone younger or junior mentors someone senior or more experienced. It’s an effective way to bridge generational gaps.

In 1999, Jack Welch, CEO of General Electric, initiated a reverse mentoring program in response to the onslaught of technology rattling the business landscape. He noticed his senior leaders resisting the new digital world and feared GE would be left behind.

Jack paired 500 senior leaders (the mentees) with younger, tech-savvy employees (the mentors) who provided mentoring on hi-tech trends, including the internet and email.

The result? Senior leaders grew confident in incorporating technological strategies into their operations, helping GE stay competitive.

Challenges
The potential of reverse mentoring risks stalling at the intersection of pride and pressure. 

• Pride: Acknowledging the need for knowledge and wisdom can make senior leader mentees feel vulnerable.
• Pressure The power dynamics can intimidate new employee mentors who lack confidence.

But the value of “mentoring up” is worth the discomfort.

Reverse mentoring:

• Highlights the potential of younger generations to contribute insights and expertise
• Fuels a culture of continuous learning and resilience
• Fosters inclusion, recognition, collaboration, and innovation
• Showcases the power of diverse perspectives

We can generate reverse mentoring in any conversation by shifting our mindset from “leader” to “mentee” and asking mentoring questions to our younger, newer, or greener colleagues:

• What do you think of this idea?
• What is your perspective?
• How can I improve?
• What am I not seeing?
• What advice or guidance do you have?
• What’s it like from your experience? 
• Are you noticing any trends that might impact our decision?

While often overlooked, reverse mentoring offers an opportunity to unearth potential in both participants.

Don’t be a hack. Be a mentee! 

© 2024. Ann Tardy and MentorLead. www.mentorlead.com. All Rights Reserved.