As Baby Boomers, we have become accustom to helping younger generations better understand the workplace so they may advance in their careers. But what about reversing the concept of mentoring so that a younger generation can teach a more seasoned generation on the ins and outs of technology, social media and how to become more environmentally focused so we can grow and learn in our current roles.

Interesting concept to explore in this week's newsletter.

Great mentoring!

Diane

 "Live as if you were to die tomorrow. Learn as if you were to live forever."
 

Most of us know mentoring as guiding or helping someone be more successful. In the work world this would include helping someone advance in their career.  Baby Boomers, ages 50 +, have been used to this concept as many have been mentored or are currently mentoring others.  But with the advancements in technology, and the tendency to hold on to old ways of doing things, the time is right for the concept of reverse mentoring.

 Without a formal structure, it is already happening within families. Traditionalists, ages 65+ and Boomers are pushing themselves into using more technology because they want to communicate with their grandbabies.  Grandparents and parents are forcing themselves to have an open mind and become curious versus resistant to social media sites like Facebook, Snapchat, Instagram, FaceTime and Skype. 

It is this same spirit of learning that could be applied more formally in the workplace.  Why not create the opportunity to have seasoned Traditionalists and Boomers meet regularly with the younger generation of workers to learn and grow?  It is probably not fair to see this only as reverse mentoring because the Boomers have so much to offer in terms of expertise around the history, policies and hidden rules of the organization. Perhaps the best words to describe this process would be "reciprocal" mentoring or "mutual" mentoring.

 So, how would you get a program like reverse mentoring to take hold and flourish in your organization?

• If you have a current mentoring program, consider the concept of offering Traditionalists and Boomers the opportunity to work one-on-one with an employee from Generation X, roughly ages 34-49 or Generation Y ages 20-33.
• Create clear expectations of what each generation would like to learn from the other
• Create a regular schedule for both to meet
• Evaluate the mentorship via participant surveys or focus groups to see if actual learning is taking place or behaviors are changing as a result

Question for You:

 Are you a Traditionalist/Boomer that struggles with the advances in technology to the point where you dread the next new invention?  Does your organization allow the more seasoned workers to coast into retirement using older, inefficient processes?  Are you a Generation X or Y member who struggles with the rules of the workplace and its current practices?

 Answer for You:

Consider a reverse mentoring program in your organization that follows the steps above. For some of us we may need to take a "humility" pill to allow us to be mentored by those who are younger, but the benefits will pay off! If your organization is not able to create this process take it upon yourself to find someone of a different generation you admire and would like to partner with in order for the both of you to learn and grow....it is never too late!