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

90,749 views ・ 2020-11-28

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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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譯者: Biing-Horng LIn 審譯者: Helen Chang
我們所認為的教學
00:02
as the older generation passing down wisdom to the young,
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是老一輩的將知識傳遞給下一輩,
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but there's a huge benefit to flipping that around
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但若是反過來, 讓知識的傳遞不再是單向的,
00:07
and allowing the novice to teach the master.
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或是讓菜鳥指導老鳥, 我們將獲益良多。
00:09
[The Way We Work]
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[我們是這麼做的]
00:12
[Made possible with the support of Dropbox]
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[使用Dropbox,讓一切都有可能]
目前的工作環境最多是由五個世代所組成的,
00:14
The workforce currently consists of up to five generations
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and it's becoming more diverse
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隨著少數族群的加入,
00:18
across all spectrums of underrepresented groups.
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使得勞動族群變得更多元。
00:21
But that change is not arriving nearly as fast
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然而,這樣的改變在主管階級或是會議室
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in C-suites and in boardrooms.
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卻很難被看見。
00:25
Which means there's a growing gap
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這代表著,領袖與其員工
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between leaders and their people
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在理念與經驗上的隔閡
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in regards to their perspectives and experiences.
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越來越大。
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Our organizations can fall right through that gap
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我們的組織會將這些間隔接上,
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into the trap of stale thinking, blind spots
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不論是片面的認知、盲點
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and having policies that could alienate
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或是會造成種族孤立的政策。
00:38
these underrepresented groups,
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00:40
not only in regards to age,
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不只是年紀、
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race or gender,
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種族或性別,
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but all different kinds of viewpoints.
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而是所有抱持不同意見的人。
00:45
Reverse mentoring could be an antidote to that tunnel vision.
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反向教導可以讓我們看的更廣。
00:48
But making reverse mentoring work,
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然而,反向教導
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isn't as simple as finding a mentor
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不僅僅是找到一位導師
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and pressing go.
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那麼簡單。
00:53
You have to be genuinely curious
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你需要發自內心的對導師感興趣,
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about learning from that individual.
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想更進一步的認識他。
00:56
And you have to be intentional about the relationship
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為了使反向教學更有價值,
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in order to make it valuable.
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你需要刻意這麼做。
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I know this because I was asked
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我知道這些,是因為
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just a year into my career at Virgin Atlantic
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在我進入維珍航空工作後的一年,
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to be the first ever reverse mentor
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我被指派指導執行長-克雷格.克里格,
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to mentor CEO Craig Kreeger.
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而且還是他的第一位反向教導導師。
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I'd met Craig a few times
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在此之前,我們在會議室
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and presented to him in meetings,
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見過幾次面,
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but this, it was a whole different ball game.
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但這次,和以往的報告可不同。
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Craig had revealed that he had no black women
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克雷格提到,在他的小組內 沒有任何一位黑人女性,
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in his inner circle
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01:17
and he was keen to understand my perspective
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而且,他也很想知道我對於
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on how to build a more inclusive culture at Virgin Atlantic.
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在公司內建立起多元文化的想法。
不要覺得有壓力。
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No pressure.
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01:23
Here's what I learned
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接下來,我會提供六個
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about how to make reverse mentoring work.
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讓反向教學成功運作的小技巧。
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Lesson one, make your match thoughtfully.
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第一,謹慎的配對導師。
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Find someone who has a pulse
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找個熟悉組織各部門的人幫你配對。
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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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01:33
This doesn't have to be someone in human resources,
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不一定要在人資部,
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just someone who knows you and your teams well,
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了解你和你的團隊的人就可以了,
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because chemistry really matters.
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因為「頻率」真的很重要。
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The VP of people experience chose me
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前任的人事主席 之所以會選我作為他的導師,
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because I was open to sharing my ideas
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是因為我願意分享我的想法,
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and also my enthusiasm for leadership development.
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還有我對發展領導能力的熱情。
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Also make sure
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此外,導師是不需和你
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that your mentor isn't a direct report or part of your team,
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或是與組員一起分擔風險的,
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because it will be really difficult to elicit honest feedback
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因為,你很難從一個
年底也要被你檢討的人 獲得最真實的回饋。
01:54
from someone who you also have to review
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at the end of the year.
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01:57
If you're in finance,
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如果在金融業,可以找 對市場開發充滿想像力的人,
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find someone creative in marketing,
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如果你是工程師, 可以找客服人員。
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or if you're in engineering, find someone in customer service.
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這麼一來, 你能從隊員以外的人
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This will ensure that you develop perspectives
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獲得不同面向的見解,
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from outside of your immediate team
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而這些見解能使你成為更好的領導者。
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and different perspectives make better leaders.
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第二
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Lesson two,
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設立簡單的規則,讓事情更順利。
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to make things simple, set some ground rules.
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02:12
The first meeting should be offsite in a neutral location.
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第一次見面地點不宜在公司內。
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If you're the mentee, you should set the agenda.
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如果你是學生,你應該設定議程。
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What is it that you really want to learn?
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你到底想學什麼?
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Maybe you'd like to understand
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也許你想知道導師
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your mentor's career journey
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工作的心路歷程,
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or perhaps whether they've had any major obstacles
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抑或是他們是否有克服過
什麼重大困難。
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they've had to overcome,
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02:26
or maybe you'd like to understand
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也許,你想了解
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how specific company policies impact them
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有沒有什麼公司的政策
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either directly or indirectly.
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對他們直接或間接造成影響。
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Agree that your conversations together
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保證彼此的談話內容會被保密,
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will be confidential
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02:35
and whether there are any topics which are off limits,
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不論談話過程中,是否有主題, 通常不會限制,
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such as family life
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比方說,家庭生活
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or specific feedback on individuals.
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或是別人給的特定回饋都該被保密。
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Lesson three, start with an icebreaker.
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第三,來點破冰活動。
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I like to think of this
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我喜歡把破冰活動當作
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as a long elevator pitch of your life stories.
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一個快速回顧人生的小遊戲。
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Who are you?
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你是誰?
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Poignant moments in your life.
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一生最痛苦的時刻是?
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What are your hopes and dreams?
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你的希望與夢想是?
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Pivot to seek differences and not similarities
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尋找彼此之間不同的地方 而非相同之處,
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because that's the real power of reverse mentoring.
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這才是反向教導真正厲害之處。
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Craig and I found
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我和克雷格發現
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that we had formative experiences in common.
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我們有相似的人生經驗。
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Both of us immigrants,
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我們都是移民,
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him a second generation growing up in the US
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他是出生在美國移民家庭的第二代,
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and myself first generation
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而我是移民的第一代,
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arriving in the UK from Jamaica
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三歲時,我從牙買加
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at the age of three.
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來到了英國。
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But from there,
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除了這些相似處,
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our stories are quite different.
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我們有很多不同的地方。
第四,注意角色的轉換。
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Lesson four, beware of role reversion.
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03:13
There were a few times in our conversation
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談話的過程中,克雷格幾次
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where Craig slipped into giving me career advice.
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嘗試給我工作建議。
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And I had to say, "Craig this is really interesting
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我說:「好的,克雷格 你給的建議很棒,
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and I'd love to come back to this later,
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待會我也想再做進一步討論,
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but in our limited time together,
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然而在這有限的時間內,
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is there anything else you'd like to understand from me?"
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你有沒有什麼關於我的問題想問呢?」
這其實有點難,
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Now this was quite hard,
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做為一位導師,
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but you have to remember that as a mentor
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且是短時間內的導師,
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for this very short period of time,
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對組織來說,你的見解比較重要。
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your insights are actually more valuable to the organization.
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03:33
Lesson five, make time for reflection.
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第五,花點時間思考。
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Agree the key takeaways from each of the sessions,
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彼此認同會議要點,
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either at the end or through follow-up email
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不論是在會議結束 或是透過電子郵件。
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and schedule your sessions
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並且安排時程,
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to allow time between for reflection.
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讓彼此都有時間思考。
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We found that three to four weeks provided a great rhythm.
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我們覺得花三到四個禮拜 思考,較為妥當。
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And finally,
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最後,
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give credit where credit's due.
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感謝彼此。
03:50
In the traditional mentoring relationship
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在傳統的教導關係中,
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the mentor isn't expected to be given credit.
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導師不會預期獲得別人的讚賞。
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However, in reverse mentoring
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然而,在反向教導中,
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where the mentee actually holds a lot of the power
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受訓者權力較大,
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accurate credit really counts.
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因此確實的鼓勵很重要。
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Forward-thinking organizations
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有先見的組織使用反向教導
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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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建立起友善多元的工作環境。
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And studies have shown
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另外,有研究顯示
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that when organizations embrace reverse mentoring
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當組織開始使用反向教導後,
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members of those underrepresented groups
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容易受到忽視的少數群體
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feel more confident in sharing their perspectives.
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在發表意見時會更自在。
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And when accompanied by a comprehensive diversity
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隨著工作環境的多元化,
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and inclusion strategy,
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以及我所提供的策略,
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it leads to higher retention amongst these groups.
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公司對不同族群的包容能力 就會有所提升。
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Personally, I found
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我個人藉由與克雷格的反向教導,
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that my reverse mentoring relationship with Craig
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使我更了解在維珍航空
04:27
enabled me to have a sense of ownership and leadership
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建立起多元的工作環境
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in building an inclusive culture at Virgin.
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所需要的領導能力。
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And for Craig, it showed
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對克雷格來說,
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that even when you're at the pinnacle of your career,
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即便到了事業的顛峰,
04:36
there's still more you can learn.
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還是有很多東西可以學習。
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