Reverse mentoring- what is it and how can it help you and overcome pressures in the workplace?

Reverse mentoring is an innovative approach that turns the traditional mentoring paradigm on its head.

When a senior leader is mentored by a person from an under-represented background- by means of gender, age, ethnicity, disability to name a few, they become a novice and lean into their growth mindset to understand their biases and drive change when it comes to equality.

Such a transformative experience not only enlightens the leaders but also serves as a catalyst for organisational change, particularly in the realms of equality and inclusion.

In the swift current of corporate life, leaders may inadvertently focus solely on the tangibles- results and profits. However, this narrow lens can obscure the less visible, yet equally critical, aspects of workplace dynamics.

It’s only when the tide of employee turnover rises, and satisfaction decreases that the true cost of such oversight becomes apparent. This is a pivotal moment where a strategic change is needed and reinforce the foundations of a thriving corporate culture.

Reverse mentoring is particularly effective in pre-empting such cultural erosion.

It invites leaders to step into the shoes of their teams and view the world through a fresh experience.

In one organisation, there were concerning issues with turnover, particularly amongst Gen Z employees, with many individual employees choosing to leave within their first half year of employment.

During exit interviews, a poignant reason emerged for those who opted to voice their concerns: a feeling of disenfranchisement, a sense that their contributions were not being acknowledged. This fed into a feeling of not belonging within the organisation’s community.

The leader in this organisation, had children of a similar age and felt the need to set up a meeting with the individual and unpicked their experiences with a view to seeking what changes could be made to retain the talent. It is clear that this information could not be gained from an HR report but would need to be drawn from personal interactions with individuals. In light of this conversation, the leader adopted practical ways to foster inclusiveness, ensuring regular communication and increasing their own visibility in the office and organising coffee mornings to encourage both discussion and informal interactions.

Initially, attendance was limited but once it became clear that these forums were initiating real change, the participation drastically increased. As a result of the increased attendance, these forums became vibrant hubs of discussion and a birthplace for substantive business decisions. This narrative emphasises the importance of thoughtful leadership interventions and that these methods can not only retain talent but actually help to shape the organisation’s future.

For more information on how to implement similar practices into your organisation, please do not hesitate to Just ask!