Rapid technology advancement, a global pandemic changing the way we work, and our increasingly interconnected world mean we learn new things every day.
There are constantly new ways to work, new ways to operate, and new ways to communicate. It's time we also re-think the workplace programs we have grown so accustomed to.
When you hear "mentorship program," you likely think of a standard structure where senior employees are paired with junior employees for professional growth and development.
What if we flip the model on its head?
Take a scan of your employees; everyone has strengths/weaknesses and a unique story. Take advantage of those backgrounds through reverse mentoring. Here are a few keys to curating a successful program.
Key #1: Get specific about mentor/mentee roles and expectations.
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Ask employees to lean in and get comfortable where they may initially feel some discomfort.
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Encourage your reverse mentorship is not always the 'norm,' it can be easy for employees to revert to what they know – for example, a junior employee mentoring a senior executive might ask for advice instead of providing advice.
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Host a kick-off event to quickly build trust between your pairs; that way, employees are more comfortable in their roles.
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Key #2: Spend time on the pairing process.
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The best mentor/mentee relationships form organically because of a common link between two people. When creating pairs for a formal program, try to find those commonalities, synergies, or linkages to help foster a more natural connection.
Key #3: Develop a consistent focus for your program:
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Does your workforce need to become more agile (ex: a program with a cross-functional skillset lens), more inclusive (ex: a program with a D&I lens), more knowledgeable (ex: a program with a technology/social media lens), etc.?
Key #4: Identify the growth opportunities within your workforce:
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Could your senior executives benefit from hearing from the newest generation entering your workforce?
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Could a non-BIPOC employee learn from a BIPOC colleague
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Could a non-LGBTQIA+ employee learn from an LGBTQIA+ employee?
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Could a production department find value in being mentored by a cross-functional production department?
If you successfully employ these keys, you're bound to create a mentorship program that passes on new perspectives to all.