Reverse mentoring – learn something new, fast!
Posted by
Whether you are reviewing your career path, gearing up for an appraisal review or becoming aware from talking to colleagues that your perspective is a little outdated, ask yourself when you last had a mentor to support your learning
and development and consider if it’s time to use this particular career tool again.
Firstly, what does reverse mentoring mean? Commonly it’s used to suggest senior staff need help to update their IT/tech skills! But it can be as useful for any of us who realise:
So how might you gain a mentor?
The advantage of a more formal mentoring programme is that people are paired – hopefully well – so the learning is mutual, even when that isn’t the intention! Typically, mentoring programmes are designed to be ‘one-way’ systems but increasingly that isn’t the case. If there is a generational gap between you, your fresh perspective agenda may be complemented by their ‘how do I …?’ skill shortfall and this two-way conversation may actually deepen the mentoring relationship and discussion to mutual advantage.
That said, if you think the ‘mentoring’ tag is off-putting just keep the request to ‘a coffee’. That time limited one-off proposal leaves you both the opportunity to meet again if that’s what suits you.
Remember whether it’s a formal mentoring approach or informal:
Reverse mentoring, labelled as such or not, is a great way to open our minds to new ways of thinking or viewing the world as well as learning new tech skills. Being clear about what you want to learn will give you both focus and energy and enable you to end the meetings naturally, without embarrassment. Most of all, seeing reverse mentoring as a relationship of equals will bring greater openness and honesty.
Firstly, what does reverse mentoring mean? Commonly it’s used to suggest senior staff need help to update their IT/tech skills! But it can be as useful for any of us who realise:
- Our thinking around new or current issues is limited whether that’s a social issue like unconscious bias, the transgender debate or extending our careers beyond 65
- Our technical knowledge of new systems or technological developments outside our own organisation is limited or out of date
- Our understanding of how other groups in our organisation feel about their career opportunities is too narrow
- We need to open ourselves up to ‘open loop’ learning where feedback is actively and continuously sought so we can refine and strengthen our ideas and input through the help of others
- Our networks are too limited, too full of ‘people like me’ when we need new perspectives
So how might you gain a mentor?
- Your organisation may already have a mentoring programme for you to tap into so contact HR to find out what opportunities there are and how to join
- If looking for a new perspective on how people younger than you view the world – even if you have your own children – then volunteer to mentor a new graduate or apprentice, or support any school initiatives your organisation runs to open young people’s awareness of the career opportunities your organisation or profession offers
- If not, a DIY job is easily within your grasp. What is it you want to learn about? Is it a single issue or multiple issues? Can one person meet those needs or would several different people be more beneficial? Decide who to approach and then simply ask them for a coffee. Something along the lines of ‘I’m feeling I really need to learn/understand more about… you seem really well versed/up to date in this area, would you have time for a coffee sometime soon as I’d really like to talk to you about this/pick your brains?’ People are generally flattered to be acknowledged as knowledgeable and therefore flattered by the approach and, of course, the worse thing they can say is ‘no’.
The advantage of a more formal mentoring programme is that people are paired – hopefully well – so the learning is mutual, even when that isn’t the intention! Typically, mentoring programmes are designed to be ‘one-way’ systems but increasingly that isn’t the case. If there is a generational gap between you, your fresh perspective agenda may be complemented by their ‘how do I …?’ skill shortfall and this two-way conversation may actually deepen the mentoring relationship and discussion to mutual advantage.
That said, if you think the ‘mentoring’ tag is off-putting just keep the request to ‘a coffee’. That time limited one-off proposal leaves you both the opportunity to meet again if that’s what suits you.
Remember whether it’s a formal mentoring approach or informal:
- Have a clear agenda of what it is you want to learn so you focus your time well
- Be clear about your expectations of each other
- Respect each other. Agree times/dates to meet and keep to these. Don’t cancel at the last minute or fail to show up due to ‘pressure of work’
- Confidentiality is key – agree this upfront so you can feel free to talk openly
- Summarise at the end of each meeting the key points or insights gained so it’s clear to you both what you’ve learned or that your understanding of their perspective is correct
- Don’t feel embarrassed to bring the association to an end when your goals are met – retain the friendship developed, keep them in your network for mutual benefit
Reverse mentoring, labelled as such or not, is a great way to open our minds to new ways of thinking or viewing the world as well as learning new tech skills. Being clear about what you want to learn will give you both focus and energy and enable you to end the meetings naturally, without embarrassment. Most of all, seeing reverse mentoring as a relationship of equals will bring greater openness and honesty.