The term “reverse engineering” refers to the method or process you use to understand a piece of software or a system by taking it apart and working your way backward. It’s a process most commonly used among civil and computer engineers, and it’s a helpful way to teach yourself how to extract information, break it down to understand it, and maybe even make something new out of it.The keyword here — reverse — and the process of analyzing something to understand it, also applies to the concept of mentorships. A growing number of organizations are realizing that mentorships aimed at experienced employees, and not just younger employees, are beneficial for the business as a whole. The History of Reverse MentorshipsReverse mentorships are when more established employees are mentored by employees who are earlier in their careers. This type of mentorship is meant to help more seasoned staff develop new perspectives regarding everything from emerging technologies like AI to changing usage of social media and even shifting customer preferences among younger generations. The benefits of reverse mentorships aren’t just for staff with seniority, either. The concept was first introduced in 1999 at General Electric when Jack Welch, the company’s CEO at the time, came up with an initiative to bridge the technology gap between generations by pairing younger employees with senior executives to teach them about the internet. Reverse mentorships have been gaining traction recently, with up to 71% of Fortune 500 companies utilizing such programs, according to a study from MentorcliQ. The banking industry has also embraced reverse mentorship programs, with Barclays, Citigroup, and BNY Mellon, among others, having utilized them. The idea behind reverse mentorships is that younger employees, though less experienced in the workplace than their senior team members, are often better versed in the intricacies of newer technologies and trends — particularly Millennial and Gen Z employees, who have been immersed in technology and ever-changing media platforms their entire lives. Pairing younger employees with older staff can be a good way to help senior executives and company leaders learn innovative uses for technologies that they are already familiar with or introduce them to emerging technologies they may not yet be proficient in. Beyond how to use technology, reverse mentorships can also help familiarize experienced employees with new and ever-changing social media trends and the importance of embracing them within businesses. Reverse mentorships also offer seasoned employees a close-up look at the perspectives of younger generations towards diversity and inclusion, and even differences in the ways that younger employees view work-life balance and the importance they place on mental health and wellness. Getting these insights firsthand can help senior staff understand another demographic’s viewpoint in a way they can then leverage with customers of that age group.Examples of Reverse Mentorship ProgramsThe following are examples of organizations that have successfully implemented reverse mentorship programs:
- IBM’s reverse mentorship program focuses on technology, where younger participants try to help older counterparts become more proficient in their use and understanding of social media, digital communication tools, and cloud computing.
- Pricewater Coopers (PwC) uses its reverse mentoring program to focus on improving diversity and inclusion within the organization, with younger participants helping leadership gain a better understanding of unconscious bias and how to eliminate bias within policies.
- PepsiCo uses its program to help management better understand changes in consumer habits, how people use social media to communicate, and changing attitudes toward sustainability.
- Barclays has roughly 100 active reverse mentorship partnerships. Participants meet regularly and discuss their different perspectives and experiences. One such pairing was so successful that the participants are working together on a business plan to change how the organization approaches internal mobility issues.
How Reverse Mentorships Benefit Everyone InvolvedUnlike traditional mentorships, where younger participants are advised about their career path by their mentors, the benefits of reverse mentorships go both ways, with each side able to learn from the pairings. Even though the goal is to provide older participants with a younger perspective, younger participants still benefit from new contacts within their organizations and can gain better insight into the strategic thinking of senior peers. Reverse mentorships can also be a good way to help retain younger talent by demonstrating to young employees that their knowledge and opinions are valued. The key to successful reverse mentorship programs is open communication, a shared desire among participants to learn from their counterparts, and an emphasis on mutual respect and confidentiality. It is also important for organizations that launch such programs to be willing to do more than listen to ideas that are shared — they must act on and implement good ideas that come from the programs. In a world where knowledge gaps are becoming increasingly prevalent, reverse mentorships are one way that community financial institutions may want to approach training senior leadership. Beyond keeping leadership current on changing technologies, such partnerships can be a good way to facilitate greater cultural awareness within organizations, as well as provide insights into changing preferences and perspectives of younger employees and customers.
