Harness the diverse strengths that
each generation brings to the table
[A] reverse mentorship program is not just
about guidance; it’s about creating a dynamic exchange
of knowledge that benefits everyone involved.
By Carolyn Smith, APR, TRA
During a recent Beyond Insurance Trusted Risk Advisor program, new producers asked more seasoned agents for advice, and received solid recommendations about handling accounts they were struggling with. In return, many of the older agents, who were afraid of or lacking knowledge about the complexities of LinkedIn, were guided to greater success by the more social media-savvy younger producers.
It was a win for everyone and a perfect example of how reverse mentoring can work. Ashley, an experienced producer in New Hampshire, said, “Collaborating and getting fresh perspectives from others in the group is refreshing. In this business, having clear eyes from someone new is invaluable.” Stacey, a young agent from Louisiana, added, “Seeing how others handle situations I haven’t encountered yet, or how they might manage them differently, is incredibly helpful.”
Imagine this kind of interconnectivity in your agency—where seasoned professionals and young, new employees come together, learning from each other in a dynamic dance of wisdom and innovation. That’s the magic of reverse mentoring. It’s not just about age or experience—it’s about harnessing the diverse strengths each generation brings to the table.
Reverse mentorship and intergenerational collaboration aren’t just buzzwords; they are game-changers—catalysts for agility, leading to cross-functional teams that are more resilient and innovative. When you break down silos and build bridges between different age groups, you ignite a spark of continuous learning and creative problem-solving.
Why should you make reverse mentoring a cornerstone of your organizational culture? Think about it: By encouraging seasoned employees to both teach and learn from younger colleagues, you create a culture where everyone feels valued and heard. This kind of environment promotes physical and emotional health, nurturing a sense of belonging and purpose.
The genesis of reverse engineering
Where did this concept start?
Jack Welch, the former CEO of General Electric, is the mastermind behind reverse mentoring. Back in 1999, he had a revolutionary idea: What if the top brass at GE could learn about the internet and other emerging technologies from their younger, more tech-savvy colleagues? This wasn’t just a quirky experiment—it was a revolutionary disruptor. Welch saw that the internet was the future, and he wanted his team to be ahead of the curve.
So, what did he do? He flipped the traditional mentoring model on its head. Instead of seasoned executives mentoring the younger employees, it was the emerging leaders teaching the veteran ones. This approach not only helped senior leaders grasp new technologies but also built a culture of continuous learning and mutual respect.
So, how does this apply to today’s firms? Ten years ago, Patrick O’Neill of O’Neill Insurance in Wadsworth, Ohio, brought his son, Pat, into the agency to offer a fresh perspective and help the firm stay on the cutting edge of digital and cultural trends in the insurance and risk management industry. This wasn’t just about learning how to use social media—it was about understanding the strategies that drive significant business results.
Today, senior leaders at O’Neill Insurance are fluent in the latest technologies, thanks to their younger mentors. They understand the power of social media to connect with customers and the importance of digital tools in streamlining operations. This knowledge isn’t just beneficial—it’s essential for staying competitive in today’s fast-paced market.
Reverse mentoring at O’Neill Insurance breaks down traditional hierarchies and fosters a culture of innovation. Senior leaders gain valuable insights into new technologies, while younger employees develop leadership skills and feel valued for their contributions. This mutual exchange of knowledge and respect not only improves business operations but also enhances employee engagement and retention.
Bottom line: Organizations that adopt reverse mentoring, like O’Neill Insurance, are positioning themselves for success. They’re not just keeping up with change—they’re driving it. By empowering younger employees to mentor their senior colleagues, they’re creating a dynamic, innovative, and inclusive workplace culture ready to tackle the future head-on.
Setting up a program
Implementing a reverse mentoring program requires careful planning and execution to ensure its effectiveness and sustainability. Here are the steps you can follow:
- Define objectives and goals. Ask yourself, how can you improve inclusivity by having young employees from diverse backgrounds mentor senior leaders on topics like cultural competence and bias?
- Design the program structure. What younger team members could mentor senior ones on digital tools, social media, and innovative technologies to keep your organization competitive in the digital age?
Who could share insights on generational differences, work-life balance expectations, and modern workplace trends?
- Encourage open communication in a safe environment. Foster an environment where younger employees feel safe and empowered to share their ideas and move away from top-down leadership towards a more collaborative and inclusive model.
Create a safe environment for leadership development, where senior leaders learn about new management styles, digital transformation, and cultural shifts from their younger mentors.
- Set clear objectives and gain buy-in. Both junior and senior employees need to clearly understand and agree on the program’s goals. These objectives should center on productivity and growth.
- Celebrate successes. Share success stories and testimonials to highlight the program’s impact and encourage broader participation.
- Sustain and expand the program. Continuously refine the program based on participant feedback and evolving business needs. Consider expanding the program to include more participants or different departments as it matures and proves successful.
Unleashing the full potential of your team
Remember, a reverse mentorship program is not just about guidance; it’s about creating a dynamic exchange of knowledge that benefits everyone involved.
For new team members, reverse mentoring is a golden opportunity to step into the mindset of future leaders. They get to understand what drives seasoned executives and see firsthand how decisions are made at the top. Conversely, agency principals and other veteran leaders gain invaluable insights into what motivates young professionals today.
Conor Riley, a commercial lines account director at The Holmes Organisation, highlights the importance of a culture where leaders listen to the younger generation: “Margie and Brad Arrowsmith are always readily available. I’m able to talk or sit down with them anytime. That is really important for me versus just being a number.”
Margie Arrowsmith, as featured in the Rough Notes October 2000 cover story “Starting from Scratch in a New State,” is the founder of The Holmes Organisation and Brad Arrowsmith’s mother. She has never forgotten her early struggles to build a business in a new state and willingly shares her knowledge with the agency’s new hires and younger team members. Today, the agency prides itself on valuing intergenerational communication.
Brad Arrowsmith, president of The Holmes Organisation, explains, “By empowering the younger generation to share their perspective, we’re not just checking a box—we’re fostering a culture of innovation and continuous learning within The Holmes Organisation. It’s not just about adapting to change; it’s about thriving in it. We’ve learned that when you embrace this approach, you’re not only building a community ready for the future but one that’s excited to shape it. That’s how you turn potential into unstoppable momentum.”
In other words, agencies must move beyond the era depicted in movies like The Devil Wears Prada, where hierarchical, top-down management was the norm. Today’s business landscape demands inclusivity, democracy, and a bottom-up approach to innovation. By fostering bi-directional communication between junior and senior employees, you not only empower your younger workforce but also cultivate future leaders from day one.
Try practicing the following traits within your firm:
- Tech-savvy insights. Younger team members can help you leverage the latest technologies and social media platforms. They can also teach digital skills that keep senior team members more com-petitive in an increasingly tech-driven market.
- Adaptability and flexibility. Younger generations thrive on change, unencumbered by the “we’ve always done it this way” mentality.
- Diverse perspectives. Fresh, unique mindsets from young employees can spark creativity and innovation that a homogenous senior team might overlook.
- Retention and recruitment. Value and respect every employee’s input. This will help you retain top talent and attract the best candidates to your organization.
- Flattening hierarchies. Democratize the workplace so ideas are based on their merit rather than hierarchy or tenure. This allows ideas to flow freely and creates a more inclusive, innovative work environment.
- Encouraging innovation. Em-brace diverse ideas to promote a culture of innovation and calculated risk-taking.
By embracing this dynamic, you’re not just adapting to change; you’re leading it. So, break free from traditional models and encourage your team to innovate, think creatively, and communicate freely. The future of your business depends on your ability to harness the diverse strengths of your team.
Reverse mentorship isn’t just a strategy; it’s a revolution in thinking. When you empower younger employees to share their fresh perspectives, you’re not just keeping up with the times—but setting the pace. So, take the leap, foster those unconventional connections, and watch your organization thrive like never before.
The power to transform your business lies in your hands. Are you ready to lead the charge?
The author
Carolyn Smith, APR, TRA, chief training officer for Beyond Insurance, creates and delivers transformative programs, including the Trusted Risk Advisor certification, BIGN Producer Boot Camp, and Quest for Success, that have positively impacted the lives and careers of countless professionals. These programs help industry professionals build a career that they love and achieve the success they deserve.
