Accelerate the transformation in your company with Reverse Mentoring
What can we learn from those who have already experienced a reverse mentoring program in their company? With more than 130 senior managers mentored in 17 countries at BNP Paribas Personal Finance and mentees of 6 different nationalities in 13 countries at Faurecia, Célisiane Rosius and Élise Bruchet, who oversee the programs in the two structures, gave us feedback on ‘experience during the first #MorningChange breakfast, organized by Change Factory, with Frenchweb as a partner, on May 17th.
PEOPLE AT THE HEART OF REVERSE MENTORING
The concept of reverse mentoring is nothing new, even if its practice in business is recent. It is about creating a moment of exchange where senior profiles take the time to listen to what juniors have to teach them in order to progress collectively and jointly establish a new culture within the company.
Reverse mentoring de facto infuses a more horizontal working method, with a more human dimension, since it encouragesSUCCEEDING YOUR PAIRING, CHOOSING THE RIGHT MENTORS & THE RIGHT MENTORS
Soft skills are also involved in the choice of mentors and mentees: the values of generosity and the desire to give are important beyond technical skills. Élise Bruchet underlines: “Reverse mentoring also means accepting to be vulnerable: digital is not that simple. It is a real intimacy and relationship of trust that is created between mentors and mentees. “
To avoid casting errors and create the best possible pairs, BNP Paribas and Faurecia have set up questionnaires and tests to assess the profiles of aspiring mentors and mentees, so that the skills of some meet the needs of others.
The ideal mentor must know how to use the tools whose use he transmits to the mentee and understand the strategic issues. The generational criterion is crucial in this, as Marielle Sicre Galy, consultant at Change Factory underlines: “It is not because my mother knows how to use Twitter and Instagram that she understands their interests and what these tools have changed in our society and our businesses. “
The recruitment of mentees is not straightforward either: senior profiles often find it difficult to free up time for the program. Élise Bruchet even speaks of “painstaking work” to evangelize potential participants and convince them of the value of the process. These hours freed from their busy schedule, however, quickly become their “favorite moments”, testifies Célisiane Rosius.
Be careful, however, Célisiane Rosius and Elise Bruchet are categorical: mentors and mentees must not be part of the same hierarchy in order to expand their network within the company! For this same reason, mentors and mentees cannot choose each other: “If there is no going out of the comfort zone, there is no risk, no innovation. Magic is created in the gray area! », Explains Marielle Sicre Galy.
WHAT ABOUT KPIs?
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Jean-Noël Chaintreuil is the founder of Change Factory, a laboratory for acculturation and support for change where people are at the center.
The main missions are the understanding of cultures, support for Comex, cultural transformations and the implementation of disruptive strategies.
He also works at various universities (La Sorbonne, Sciences Po, Berkeley, Dauphine, Sorbonne Abu Dhabi, etc.) on the future of work, human resources, cultural transformations and supports intrapreneurship programs.
You can find his articles on Quora: https://fr.quora.com/