Learning From Another Generation

When leaders think of mentoring programs, they usually think of older workers mentoring younger, less experienced workers. Traditional mentoring programs are used to help young high potentials in developing the business and management skills needed in their future corporate endeavors.

But some companies are beginning to think of mentoring as occurring in more than one direction. What about those skills that younger, less experienced workers can teach to older generations? This question is one that comes by thinking outside the box and needs some attention by the leaders of today. What if leaders began to see that learning could occur in both directions, including younger workers teaching older workers what they know. Its time to wake up and see the value that all workers bring, both young and old.

One primary example involves computer skills and how computers can be used for corporate growth. According to a recent article in the Richmond Times Dispatch, several examples were provided where young workers were either leading or helping to lead their companies in learning how to market products and services through social media internet sites. In one example, an executive leader was so impressed with the ideas and leadership an intern provided in this area, a permanent full-time position is being offered when the intern graduates. Apparently, this executive leader understood the value of inputs offered by this 21 year old and was open to their suggestions.

Another example is the area of corporate benefit offerings. Human Resource benefit groups can learn valuable information from their young workers concerning the value of various benefits to the younger population. The key is the ability to listen to this subset of the organization and understand personal needs will be different. One size does not fit all when dealing with different populations within your organization.

Regardless of the application, one can not deny the value of mentoring. Leaders need to ensure they understand learning can occur in non-traditional ways. Clearly, the point is simple, don’t forget that mentoring can take place between younger workers and older workers. Leaders must think outside the box to get the full value of the mentoring process.

This article was inspired from a recent article in the Richmond Times-Dispatch (Marte, Jonnelle. Mentor Your Boss, Richmond Times-Dispatch, October 25,2009, p. D5).