Draft:Reverse mentoring
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Last edited by Jay (talk | contribs) 0 seconds ago. (Update) |
Reverse mentoring is referred to as mentoring of a young, inexperienced (junior) employee to an experienced (senior) manager.[1][2][3]
Mentoring vs. Reverse Mentoring
[edit]Unlike traditional mentoring, reverse mentoring refers to the mentoring of a young employee to an older, experienced, and often a senior manager.
Why use reverse mentoring?
[edit]In general terms, the main reason to use reverse mentoring is to benefit from the generational diversity at work.
Since younger employees (juniors ) are more experienced in the use of technological tools, have broad knowledge about the desires and demands of the generation they belong to, and have unspoken ideas as the member of the organization they are working in, young employees are able to mentor to the seniors.
From this point forth, juniors are expected to mentor to the seniors within the context of 3 issues:
- technology literacy,
- diverse customer expectations
- demands of new generation employees.
Origins of Reverse Mentoring
[edit]References
[edit]- ^ a b "Leveraging the differences: A case of reverse mentoring. (Academic Conference Proceeding)".
- ^ Mentoring: Bridging the Competency Divide https://www.riversoftware.com/wp-content/uploads/wpallimport/files/pdf/Bridging_Competency_Gap_CLO_Sep12.pdf
- ^ Murphy, Wendy Marcinkus (2012). "Reverse mentoring at work: Fostering cross-generational learning and developing millennial leaders". Human Resource Management. 51 (4): 549–573. doi:10.1002/hrm.21489. ISSN 1099-050X.
- ^ Hardy, Nick. "Reverse mentoring: How to use it for business". www.breathehr.com. Retrieved 2021-06-12.