Learning to Lead, Leading to Learn: The Value of Reciprocal Mentorship
Two colleagues participating in a reciprocal mentorship program.
The other day, I found myself catching up with my friend Brian over coffee. As he sat there, sipping his brew thoughtfully, he shared his growing sense of isolation in his leadership role. Despite years in this position, Brian felt that he wasn't genuinely connecting with all his team members, particularly those from different departments or backgrounds. He had a nagging feeling that he was missing out on valuable perspectives that could enrich his own understanding and, by extension, the company's culture.
Brian's concerns struck a chord with me. I could relate. This year, after returning to the classroom, I've been reminded that learning is indeed a two-way street. My high school students continually open my eyes to new viewpoints, forcing me to consider perspectives I haven’t previously thought of. Just as I guide them, they are guiding me—proving that age or experience doesn’t matter.
Anyone can be a mentor and a mentee; it's a fluid, two-way relationship.
As I reflected on Brian's situation and my own experiences, it became clear: What Brian was really missing, and perhaps what many of us are missing, is the enriching possibility of reciprocal mentorship.
Reciprocal mentorship isn't your typical, one-sided relationship where the experienced guide the inexperienced. Instead, reciprocal mentorship is a mutually enriching relationship where both parties stand to learn from each other. For example, while a young team member could gain industry insights from a seasoned professional, that professional might learn about emerging technologies or gain fresh perspectives on workplace diversity from the junior employee.
It's easy to think that once you reach a certain level in your career, you have all the knowledge you need. But the truth is, the learning curve never really flattens. No matter where you are in your career or life, you're perpetually able to both teach and be taught. In fact, that is what keeps a professional journey so enriching.
Team leader engaged in a mentorship conversation with a junior employee.
So, how can you apply this concept of reciprocal mentorship in your professional life?
Identify Your Gaps: Before seeking a mentor, recognize the areas where your understanding or skills are lacking. Perhaps you need to improve your digital literacy, or maybe you aim to better understand the experiences of different people in your organization.
Find Your Mentor: Look for individuals who can fill these gaps. They might not be your conventional mentors; they could be younger team members, employees from different departments, or even people outside your organization.
Casual Yet Focused Conversations: Initiate dialogue. This doesn’t have to be a formal setup. A casual discussion over lunch can yield valuable insights. Ask open-ended questions, and don't shy away from talking about your own gaps in understanding.
Be Ready to Learn: Approach the relationship with humility. Acknowledge that there is always something new to learn.
Mutual Growth: While your primary objective may be personal development, consider the ways your mentor also gains from this relationship. Are they getting a unique opportunity to influence decision-making? Are you able to offer them a broader perspective on organizational strategy?
Document and Reflect: Keep a journal of what you’ve learned from these interactions. Revisit them when making decisions, particularly those that relate to team culture and inclusivity.
Co-workers with diverse backgrounds getting to know one another.
Engaging in reciprocal mentorship doesn't require formal programs. Sometimes all it takes is the willingness to sit down, be present, and listen. Ask someone about their story, their experiences, or their views on a subject matter. Keep an open mind and actively listen; you'll be amazed at how much you can learn.
So, as a challenge this week, I invite you to take some time to consider your own mentorship journey. Could it be broadened or enriched by engaging with someone who offers a different perspective? Look within your team, within your organization. Identify one person who could serve as an unconventional mentor and initiate a conversation.
Remember, every interaction is a two-way street, and even if you’re in a leadership role, you’re never too experienced to learn. You just might be surprised at the wealth of wisdom that surrounds you.
Best wishes, Lauren
P.S. Navigating the complexities of mentorship within an organization can be challenging, but it's a journey worth embarking upon. We offer a complimentary initial consultation of 30 minutes to help you or your organization begin or deepen this transformative process. If you're interested in fostering a culture of continual learning and inclusivity, please feel free to contact us.