How reverse mentorship can help create better leaders | The Way We Work, a TED series

94,195 views ・ 2020-11-28

TED


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Transcriber: TED Translators Admin Reviewer: Ivana Korom
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We've always thought of mentoring
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as the older generation passing down wisdom to the young,
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but there's a huge benefit to flipping that around
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and allowing the novice to teach the master.
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[The Way We Work]
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[Made possible with the support of Dropbox]
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The workforce currently consists of up to five generations
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and it's becoming more diverse
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across all spectrums of underrepresented groups.
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But that change is not arriving nearly as fast
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in C-suites and in boardrooms.
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Which means there's a growing gap
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between leaders and their people
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in regards to their perspectives and experiences.
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Our organizations can fall right through that gap
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into the trap of stale thinking, blind spots
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and having policies that could alienate
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these underrepresented groups,
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not only in regards to age,
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race or gender,
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but all different kinds of viewpoints.
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Reverse mentoring could be an antidote to that tunnel vision.
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But making reverse mentoring work,
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isn't as simple as finding a mentor
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and pressing go.
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You have to be genuinely curious
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about learning from that individual.
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And you have to be intentional about the relationship
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in order to make it valuable.
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I know this because I was asked
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just a year into my career at Virgin Atlantic
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to be the first ever reverse mentor
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to mentor CEO Craig Kreeger.
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I'd met Craig a few times
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and presented to him in meetings,
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but this, it was a whole different ball game.
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Craig had revealed that he had no black women
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in his inner circle
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and he was keen to understand my perspective
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on how to build a more inclusive culture at Virgin Atlantic.
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No pressure.
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Here's what I learned
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about how to make reverse mentoring work.
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Lesson one, make your match thoughtfully.
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Find someone who has a pulse
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on the key spokespeople in the organization
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to help you make your match.
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This doesn't have to be someone in human resources,
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just someone who knows you and your teams well,
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because chemistry really matters.
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The VP of people experience chose me
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because I was open to sharing my ideas
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and also my enthusiasm for leadership development.
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Also make sure
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that your mentor isn't a direct report or part of your team,
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because it will be really difficult to elicit honest feedback
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from someone who you also have to review
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at the end of the year.
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If you're in finance,
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find someone creative in marketing,
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or if you're in engineering, find someone in customer service.
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This will ensure that you develop perspectives
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from outside of your immediate team
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and different perspectives make better leaders.
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Lesson two,
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to make things simple, set some ground rules.
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The first meeting should be offsite in a neutral location.
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If you're the mentee, you should set the agenda.
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What is it that you really want to learn?
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Maybe you'd like to understand
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your mentor's career journey
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or perhaps whether they've had any major obstacles
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they've had to overcome,
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or maybe you'd like to understand
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how specific company policies impact them
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either directly or indirectly.
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Agree that your conversations together
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will be confidential
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and whether there are any topics which are off limits,
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such as family life
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or specific feedback on individuals.
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Lesson three, start with an icebreaker.
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I like to think of this
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as a long elevator pitch of your life stories.
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Who are you?
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Poignant moments in your life.
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What are your hopes and dreams?
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Pivot to seek differences and not similarities
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because that's the real power of reverse mentoring.
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Craig and I found
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that we had formative experiences in common.
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Both of us immigrants,
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him a second generation growing up in the US
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and myself first generation
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arriving in the UK from Jamaica
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at the age of three.
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But from there,
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our stories are quite different.
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Lesson four, beware of role reversion.
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There were a few times in our conversation
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where Craig slipped into giving me career advice.
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And I had to say, "Craig this is really interesting
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and I'd love to come back to this later,
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but in our limited time together,
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is there anything else you'd like to understand from me?"
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Now this was quite hard,
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but you have to remember that as a mentor
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for this very short period of time,
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your insights are actually more valuable to the organization.
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Lesson five, make time for reflection.
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Agree the key takeaways from each of the sessions,
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either at the end or through follow-up email
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and schedule your sessions
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to allow time between for reflection.
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We found that three to four weeks provided a great rhythm.
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And finally,
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give credit where credit's due.
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In the traditional mentoring relationship
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the mentor isn't expected to be given credit.
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However, in reverse mentoring
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where the mentee actually holds a lot of the power
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accurate credit really counts.
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Forward-thinking organizations
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use reverse mentoring as one of the tools
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to help them build a more inclusive environment.
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And studies have shown
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that when organizations embrace reverse mentoring
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members of those underrepresented groups
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feel more confident in sharing their perspectives.
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And when accompanied by a comprehensive diversity
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and inclusion strategy,
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it leads to higher retention amongst these groups.
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Personally, I found
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that my reverse mentoring relationship with Craig
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enabled me to have a sense of ownership and leadership
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in building an inclusive culture at Virgin.
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And for Craig, it showed
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that even when you're at the pinnacle of your career,
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there's still more you can learn.
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