MAKING

YOU SUCCESSFUL

IS WHAT MATTERS

September 30, 2012

Reverse Mentoring – Part of the Journey to a Mentoring Culture!

Doug Lawrence

One of the topics I like to talk to audiences about  is the aspect of mentor programs or mentor cultures – which would you implement. I am a huge promoter of the establishment of a mentoring culture in an organization. Now I am not saying that a mentor program is the wrong thing to do – but if your culture does not support it then you are setting up your organization and its people for failure. Believe me, I have heard the stories of organizations that have implemented a mentoring program without the culture check and it has been a disappointment for them. More importantly though is that the people that thought they would benefit from such a program were let down. In some cases it is why they picked that profession or that organization was because there is a mentoring program.

I wrote an article a while ago on the topic of reverse mentoring. The link to that article is listed below. In yesterday’s Leader Post newspaper I read another article on that same topic – reverse mentoring. The article featured Cisco Canada and the success that they are having with the reverse mentoring concept. When I analyze the contents of the newspaper article I can’t help but think that they have a mentoring culture or at least are part way down the path to where we could implement one and see great success as a result.

So let’s break this down a bit more! With a reverse mentoring concept it is typically young professionals mentoring more senior personnel in an organization. Most mentoring programs have more senior people mentoring younger professionals – or that is the vision that most have of mentoring. How accurate is that thought?

When we speak to audiences, organizations, course candidates and people we are very quick to point out that mentoring is a trusted relationship and in that relationship both parties will grow personally and professionally. If your organization embraces that concept and is willing to implement such a mentoring solution then you have embarked on the creation of a mentoring culture. It becomes a way of life for your organization and the people that are part of that organization. It is a combination of formal and informal mentoring. Think of the value that this can bring to your organization! This will have a huge impact on recruitment and retention challenges. We implemented a mentoring culture in one organization and had them advertise that they “support and maintain and mentoring culture”. Guess what happened when they recently posted an advertisement for a new employee and used that terminology? When asked in the interviewed what attracted a candidate to apply on this position is was because they had a mentoring culture! Some additional value is reflected in leadership development programs, succession development, and career development and engaged employees to name but a few.

So is it reverse mentoring or is it the beginning of creating a mentoring culture? You be the judge but always remember that all of this is enabled through the “power of mentoring!”

References:

  1. http://www.leaderpost.com/jobs/Reverse+mentoring+turns+tables/7318451/story.html
  2. http://talentc.ca/index.php/2011/reverse-mentoring-or-is-it-good-mentoring/

Book A

Free

One Hour Meeting With Doug Lawrence!

To Discuss Opportunities To Implement Mentoring Or Your Mental Health
Whether You Are An Employee Or A Business Owner, You CANNOT Miss This Valuable Opportunity!
Book Your Meeting Now!
error: Content is protected !!