Key tactics to successfully implement reverse mentoring
posted 07 Oct 24
Traditionally mentoring works top-down - senior leaders guiding lower-level staff. But the tides are changing – and younger/less senior professionals are now teaching up with a style of mentorship called reverse mentoring. Despite this concept being developed in the 1990s to share technology skills, reverse mentoring is gaining traction in the current world of work because of its potential to help companies overcome new challenges, such as hybrid working, diversity and inclusion, and generational divides.
We recently held a webinar to delve into the benefits of reverse mentoring for organisational success and individual growth. We were delighted to be joined by guest speakers and trailblazers in learning and development, Scottish Enterprise who have piloted and rolled out a reciprocal learning programme. Fiona Clark, People Development Business Partner at Scottish Enterprise and lead on coaching and mentoring activities was keen to share their experience of introducing reverse mentoring at an organisational level, whilst Mark Newlands, Head of Global Companies at Scottish Enterprise, discussed the benefits he experienced as a mentee on the programme.
I've done a lot of coaching, mentoring, official mentoring programmes, and CPD - this was really refreshing. After an initial bit of hesitation, I signed up for the pilot and this has become probably the most enjoyable piece of CPD I've done - both from an enjoyable perspective and rewarding aspect.
For Scottish Enterprise, reverse mentoring has allowed them to break down these generational divides and empower younger employees, helping them with employee engagement, retention, and succession planning. If you’re interested in hearing more, recap our recorded webinar, and read on to learn more about the benefits of reverse mentoring and the key tactics for implementing a programme within your organisation.
Key tactics to successfully implement a reverse mentoring programme
Set clear business goals
Ensure the reverse mentoring programme aligns with the organisation’s strategic goals, such as diversity, inclusion, innovation, and bridging generational gaps. Clarifying the business benefits upfront is essential to get stakeholder buy-in.
Gain senior leadership support
A crucial factor for success is obtaining buy-in from senior leaders, including securing a sponsor, ideally the CEO or executive leadership team, to endorse the programme. Highlight the benefits for senior leaders and explain how reverse mentoring can support their personal and professional development.
Complete a matching process
Spend time getting to know both mentors and mentees. Matching them appropriately based on their professional backgrounds, goals, and personalities is critical. Conduct chemistry meetings to confirm the fit and allow flexibility for rematching if necessary.
Empower mentors with training and support
Provide mentors with sufficient training, particularly junior employees, to help build their confidence and clarify their role in the mentoring process. Ongoing support, such as supervision sessions, can help mentors develop and reflect on their progress if required.
Pilot and phased rollout
Start with a pilot program, possibly within a specific department or group, and assess its impact. Use feedback from this pilot to refine the approach before rolling out the programme more widely.
Ensure sessions are structured
Create a structured timeline for the mentoring relationship, including a clear set of goals for both the mentor and mentee. Sessions should focus on specific topics or goals and be planned in advance to ensure productive discussions. Topics may support wider company initiatives such as diversity initiatives and be used as a tool for change.
“I can't emphasise enough the importance of the preparation aspect, certainly in my as we plotted out the sessions. We had a brainstorming session at the beginning to identify what we wanted to cover and predominantly, what I wanted to get out of it as the mentee. Every session was structured and had an element of preparation - my mentor would go away and do some work, research, ping me over articles or insights that we would then discuss once we come into the session itself.” Mark Newlands, Head of Global Companies at Scottish Enterprise
Evaluate and measure
Regularly measure the success of the programme through formal evaluations, goal tracking, and anecdotal feedback. Incorporate both quantitative and qualitative measures, such as case studies, to track long-term benefits and organisational impact. Fiona recommends quarterly employee surveys to identify any improvements and trends that may be happening over time as a result of the programme.
Commit long-term
Position reverse mentoring as a long-term initiative, ensuring all leaders participate in the programme. As the programme evolves, you should build organisational learning and transformation into the fabric of the initiative, using insights gained to inform broader company policies and practices. For Scottish Enterprise, Fiona explains that reverse mentoring is a long-term learning programme and they will expect to see the impact 18 months to 2 years down the line, rather than at the end of the 6-month programme.
Adapt for remote or hybrid work
Reverse mentoring can be done remotely with careful planning. Encourage mentors and mentees to block time for reflection before and after meetings, and ensure they remain focused and prepared for virtual sessions.
“We always ask our mentors to build in half an hour before they meet with their mentee and half an hour afterwards to block out time in their diary to get them into the right frame of mind, we also ask our mentees to do the same to be able to reflect on the conversation they’ve had with the mentor. Particularly if they’re in a virtual environment where meetings tend to run back-to-back. So, if you have an hour session, we're really asking the mentor to block out two hours.” Fiona Clark, People Development Business Partner at Scottish Enterprise
These strategies help ensure that the reverse mentoring programme is not only implemented successfully but also sustained and scaled over time for meaningful organisational impact. To learn more about implementing a reverse mentoring programme or if you're interested in taking part as the mentee or mentor, we recommend you recap our recorded webinar with our expert speakers here: Reverse Mentoring: The Key to Reciprocal Growth and Innovation.
