The present business scenario has entered in to a phase where things that our older or more entrenched leaders knew just don't apply anymore.
On the other hand to the young, the world is full of potential without limits.
Far-sighted organisations are moving to tap into the new skills and perspectives that younger employees bring with them, and finding ways to share them around the workplace.
One of the most successful methods in use is reverse mentoring.
Reverse mentoring is the process in which the older person picks up new skills from the younger, he or she is able to share with them their own experience and expertise as needed.
This process will help the emerging leaders to have the chance to practice their leadership skills in a safe environment. They also learn to understand why the older person might view their job as a long term prospect, rather than look for new opportunities elsewhere.
Similarly the older leaders will develop new skills and knowledge, and learn to use new tools and technology in the safety of their workplace.
The flow of skills and abilities crosses age and status barriers, and the talent is recognised no matter which age group or gender possesses it. This also benefits the organisation.
Reverse mentoring is not something that can be implemented in seconds. Both the mentor and mentee may need training in how to work together on this new relationship. The introduction of reverse mentoring might also require some change in your organisational culture before the concept is accepted.
* Before implementing the process use proper strategy and plan things like how formal will the process be, who will be managing it and who are the participants.
* Since this is a new concept, people have to be educated about it. Most people will not have worked with a mentor before, so it will take time to embed the idea in their minds.
* Every relationship will bring different results so it’s important not to promise something that can’t be delivered. Help people learn to focus on the skills and knowledge they will gain and how it will help them perform their current roles.
* Feedbacks after implementing plays a crucial role to evaluate the process. See if you are getting the expected results and are the required skills being transferred and are they subsequently being applied in the workplace.
Not only will there be a transfer of knowledge, there will be improved intergenerational relationships, better communication and a greater respect for skills, regardless of age or status.
Courtesy: www.richtopia.com
