Bridging the Gap: Build Intergenerational Competencies via Reverse Mentoring

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The increasingly common gap between generations in the workforce, lead organizations to focus on enhancing intergenerational learning to reduce knowledge loss.

Benefits of Reverse Mentoring

Reverse Mentoring is the process that allows the exchange of expertise between young people with a strong digital attitude and long experienced seniors.  

 

Implement Reverse mentoring have several benefits for the organization:

  Leadership skill development: both mentor and mentee, exchange their skills and knowledge: this helps to develop future leaders for the organization.

  Overcoming the digital gap: digital competences are fundamental and young employees can help seniors’ ones to become more confident with digital instruments.

  Employer branding and retention: both junior and senior can gain their own personal sense of achievement over time and be engaged and satisfied about their organization.

  Promotion of diversity and inclusion: implementing reverse mentoring collaboration is promoted and generational inclusive workforce is enhanced.

  Increased productivity:  a successful mentoring program fosters a culture of learning, nurturing, and business growth.

 

So, reverse mentoring can be a fantastic way to share knowledge and foster competencies, bringing innovation and results to your organization.

Steps for a successful Reverse Mentoring

In order to create a truly successful Reverse Mentoring partnership is important to follow some steps:

 

1)  Identify the good partners: avoid forcing mentoring between people who have no interest in engaging with others. Look for colleagues that can provide an effective mutual exchange of know-how.

2) Set clear expectations: which skills and experience are needed? What do you want to get out from a mentoring relationship? Discuss goals with the possible partners.

3) Promote a feedback culture: feedback is not always easy to accept or to give, especially if it comes from different professional levels. Help to understand the importance of feedback from both sides.

4) Work on communication style: different age also means different culture, mindset and ethic. Is it better to send an email or a WhatsApp message? Have a phone call or meet in person? Make sure both parts are sensible to other person’s communication preferences.

5) Monitor progress: check regularly that both parts of the partnership are happy with their collaboration, and they are learning what they need.

 

Do you promote some mentoring programs in your organization? What is the most difficult aspect in building this kind of professional relationship?

 

Don’t hesitate to contact us for any questions!

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