A subtle hint of \u201cif only\u201d<\/em> lurks just beneath the surface for those who desire to see all generations empowered beyond the stereotypes. If only<\/em> technology was not a burden for older generations but a vital resource.\u00a0If only<\/em> young people learned to master the social business savvy of older generations. If only it were possible to empower both the young and the old at the same time to become more productive, engaged, and innovative in the workplace. . . you can probably guess where I am going next. . . this is possible! And not in 20 years from now after painstakingly laying groundwork for organizational reform\u2014but now. In simple, mutually beneficial \u201creverse mentoring\u201d relationships.<\/p>\n Reverse mentoring is exactly what it sounds like. Traditional mentoring turned on its head. It is a form of employee development in which a more experienced employee actively seeks the counsel of an employee with less overall experience but fresh perspectives and skill sets. As a Millennial leader, this concept of reverse mentoring is exciting! Getting the opportunity to meet with senior leaders in my organization who are not only interested in what I have to say but are invested in implementing the information I share is a powerful tool for building loyalty and inspiring me to stay where I am valued. Not to mention teaching the execs a thing or 2.<\/p>\n Reverse mentoring also:<\/strong><\/p>\n While the idea is that managers can learn about life outside the corner office, another outcome is reduced turnover among younger employees, who not only gain a sense of purpose but also a rare glimpse into the world of management and top level leaders.<\/p>\n Now that you know the value of reverse mentoring, there is nothing to stop you from implementing a successful DIY (Do It Yourself) reverse mentoring program. Here is a basic action plan to get you started:A Simple Solution<\/h2>\n
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A Few How-Tos<\/h2>\n
\n1. Define the goal(s):<\/span> Ensure you know what you want to get out of the relationships before you begin so that success is evident. Also identify the key stakeholders and describe what their involvement will look like.
\n2. Pair up mentors and partners:<\/span> Do not be afraid of diversity. Often the best matches are mismatches.
\n3. Plan the launch:<\/span> Host an orientation session with all members, set the ground rules, share the goals\/objectives, equip each person to teach and be taught, and cover logistical details.
\n4. Prioritize and persist:<\/span> Follow-up and tracking are crucial to ensure the program is effective, so be diligent in checking on progress. Some success indicators include:<\/p>\n\n