Reverse Coaching, also known as Reverse Mentoring, is an initiative in which older employees of a company are paired with and coached by younger employees on topics such as social media, technology and current trends

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Why Implement Reverse Coaching?

Reverse Coaching is being implemented because many companies are struggling to attract and retain millennial talent. Millennials have little interest in working in certain industries or leave companies more often and earlier than their older counterparts. Therefore, some companies have begun experimenting with reverse-mentoring programs to address this problem. The goal: increase retention and help senior executives become more familiar with social media

Normally, the most experienced employees provide the most input, make decisions and mentor newer employees. However, rapidly changing technology has reversed this logic in some cases. Older workers may have experience and insight, but they can also fall behind on new technologies

Reverse Coaching aims to train older workers in tools with which they may be unfamiliar or hesitant. It facilitates their access to knowledge

1 + 1 = 3

In addition to the educational aspect, reverse coaching also offers a new perspective on the business. Sharing experiences between generations can lead to innovative strategies. It promotes internal cooperation, making it easier for managers and newcomers to share and strive for better solutions. In short, it results in the development of collective intelligence within the company

Combining new tools and knowledge with market experience can maximize the potential of a strategy. It also evaluates the company’s work culture. Instead of relying on collaboration around a project, we are moving toward a culture of collaboration where everyone helps each other and contributes pieces of answers to a challenge

Profit the millennials too?

Reverse Coaching benefits everyone. It gives younger people more confidence and facilitates interaction with managers and other more experienced individuals. There will be less hesitation and stress for exchange of thoughts even in the future, and chances are that the new generation will develop a strong sense of progress

Reverse coaching also enables young mentors to develop better adaptability. By working with people from different backgrounds and different activities within the organization, young mentors will naturally learn to adapt better to all kinds of people

Reverse Mentoring is more than just sharing technical knowledge

Modern reverse mentoring goes far beyond sharing knowledge about technology; today these programs also focus on strategic issues, leadership and the mindset with which you approach work. It also presents challenges: ‘How do I connect with the younger generation?’ ‘How can I attract and retain younger talent?’

Advantages Reverse Mentoring in Brief

–          Increased retention of Millennials.

Reverse Mentoring programs offer millennials the transparency and recognition they seek from management. Some companies achieve a 96% retention rate for millennial mentors

–       Sharing digital skills.

Although digital skills development should not be the main goal of a Reverse Mentoring program, it is a valuable part of the relationship. Seniors who barely do anything with social media and now often become one of the enthusiastic users  of social media

–       Stimulate culture change.

Collaboration between different generations ensures that important issues become discussable and provide insight into what you as an organization need to adjust in corporate culture and strategy for future success

–       Promote diversity.

A Reverse Mentoring program can also help seniors better understand minority issues, including those of LGBT and ethnic minorities. In practice, Reverse Mentoring is also seen as encouraging diversity and inclusiveness

–         Care-for-the-right-match-at-reverse-mentoring

Usefully, the right match is crucial to the success of Reverse Mentoring programs. Ensure diversity and match across regions, departments and locations. Also look for diverse personalities (for example, it is better to pair an introvert with an extrovert than to pair two introverts). Consult mentors before the pairing is formal. While most Millennial mentors will accept any pairing (as long as the mentee is involved), executive mentors are generally more selective. Many executives are afraid to reveal their lack of knowledge to junior employees. But if fears are explicitly addressed, open sharing can be incredibly rewarding. Many students also fear junior employees sharing sensitive information with colleagues

The main reason reverse-mentoring programs fail is that managers do not give the relationship the proper priority; after a few cancelled sessions, momentum quickly wanes

Summary

“Tell me and I forget, teach me and I may remember, engage me and I learn” – Benjamin Franklin

63% of millennials want more leadership training, and this puts a strain on company resources because they make up the majority of the workforce. A Reverse Coaching program scales up training by offering hands-on learning on how to coach, while leading to in-depth discussions and results. This is more valuable than classroom training

Millennials who participated in a Reverse Coaching program reported a 96% retention rate with their current organization. This is surprisingly high, given that statistics generally show that 43% of millennials plan to leave their jobs within two years