In an article for changeboard.com, Gary Miles, a senior manager at the Roffey Park Institute, explains how this works. Miles notes that his own way of working combines strong loyalty to the firm with respect for his superiors and a desire to serve the common good.
His younger mentor was more dynamic, unafraid to take risks and viewed authority with a more critical eye. During the mentoring period, the two colleagues were able better to understand each other and what they considered the main motivations in their careers. Miller identifies the following benefits of reverse mentoring from his own personal perspective:
- Renewed energy and enthusiasm for both the company’s future and Miles own role in it.
- Feeling part of a new set of stimulating intellectual challenges in terms of organisational development.
- Realising, even as an older person, he still had something to offer.
- Being better able to accept change and use it for personal development.
In addition, Miles suggests the following points be considered prior to initiating a reverse mentoring relationship:
- Establish some ground rules as to what is fair game and which areas are strictly off-limits.
- Be frank about what is on offer and what is desired by both parties.
- Be clear about overall aims.
- Allow a frank exchange of views within the framework of constructive criticism.
- Ensure participants should be regarded as equals.
It is easy to become set in one’s ways and accept feedback only from peers with similar opinions. A reverse mentor will enable you to see and embrace new ways of thinking. In the words of Henry Ford: “Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young.”
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