What is reciprocal mentoring?        An image of the five phase mentoring relationship model                                  

It involves the sharing of knowledge, expertise, skills, values and experiences by senior experienced employees with those more junior and less experienced. This can enable people in senior positions to learn from and understand issues from the perspective of colleagues in less senior roles. Reverse mentoring suggests that the sessions are just one way. Reciprocal mentoring is a two way process and both the Mentor and the Mentee will gain from the experience.

Benefits to people and organisations

  • It can enhance the confidence of and provides networking opportunities for the mentees in addition to helping them develop new skills and expertise.
  • It can be beneficial to the Mentors as the senior employees can develop a fresh perspective through this interaction.
  • Organisations also benefits due to increased employee motivation, enhanced people skills, employee retention and better staff performance.
  • The added value and benefit can be evidenced by improved employee engagement. By valuing and supporting the unique difference of people’s backgrounds and lifestyles.

Culture  

A culture of respect in the workplace indicates that an organisation values its workforce which can improve staff engagement and morale, leading to increased motivation and productivity. Having a diverse workforce running throughout the organisation at every level means staff brings different perspectives, styles and approaches to problem solving, different viewpoints, skills and varied knowledge. This helps to engage, retain and promote talent and developing a culture of helping others to experience learning, growth and an increasing influence.

Leadership and development

Not everyone wants to be a Leader. However, every person can achieve their full potential. So, whatever the skill or behaviours, areas of expertise, or position, you have we should be encouraged to learn throughout our careers and this process can: 

  • Help you to develop on a daily basis through evidence based approach 
  • Enable you to work alongside senior leaders supporting in our system ambitions
  • Allow you to share ideas and expertise with one another, identifying best practices, and looking for ways to work more efficiently with one another are great ways to help identify and provide development opportunities. 

As a coach and mentor, remember that your primary role is to help people better understand their positions. It's not your job to tell them what to do or how to do it – it's far better for you to ask questions to help them develop their own solution.