What is Group Mentoring?

Group Mentoring pairs experienced leaders with individuals who wish to develop skills and grow in their careers. Syensqo may deploy a group mentoring approach in situations where there are many individuals who face similar challenges on the same topic and could benefit from peer-sharing discussions, led by a Mentor.

What are the benefits of Group Mentoring?

Similar to one-on-one mentoring relationships, group mentoring can motivate Mentees to learn and grow, expose them to learning opportunities, and provide support for their career development and growth.

Although group mentoring may not be as “intimate” as a one-on-one mentoring relationship, group mentoring can bring tremendous value through opportunities to network and connect with others outside of the individual’s job scope, and a dedicated space to share their career challenges and gain perspective.

What is Reverse Mentoring? 

Reverse mentoring encourages employees to form partnerships - regardless of seniority – in order to exchange skills, knowledge, and understanding.

Traditionally, a Mentor is expected to be more senior and experienced than their Mentee, however, reverse mentoring recognizes that there are skills gaps on both sides, and that each person can address their weaknesses with the help of the other's strengths.

What are the benefits of Reverse Mentoring?

Reverse mentoring can play an important role in crossing generational divides. It can also help to break down negative stereotypes about different age groups.  People often think that the more experienced you are, the less you need to learn, however, newer, or more junior team members often have valuable skills, a fresh perspective, and expertise that can benefit their more established colleagues.

Reverse mentoring isn’t just about age. New joiners can provide fresh perspectives and ways of working, while long-serving team members likely possess a wealth of organizational knowledge.  

Best practices for Reverse Mentoring

Set Clear Goals and Expectations

• Discuss your expectations for the relationship with your mentoring partner. Make sure that you're both committed and that your goals are aligned. What do you want to get out of the relationship? What specific skills do you want to learn? What knowledge, skills, and experience can you provide?  How often will you meet?

Work on Your Communication Skills

• It can be challenging to communicate with someone with vastly different levels of experience or skills. For example, some people may feel more comfortable engaging with others by email or instant messaging, while others may prefer to speak on the telephone or meet in person. So, make sure that you're sensitive to the other person's communication preferences and needs.

Be Tactful, Patient, and Open-Minded

• Both you and your reverse mentoring partner must be open to learning from one another. So, remain respectful, and listen actively without any preconceived ideas.
• Don't get frustrated if your partner doesn't understand the skills you're trying to share. Instead, communicate with tact, and give encouraging feedback that doesn’t belittle their knowledge. Use constructive feedback to help them understand your perspective.

Measure Your Progress

• Check in regularly to ensure that you are both happy with the relationship and that you're getting the information you need. However, if you are not making your desired progress, schedule a brainstorming session and discuss new ways to achieve your goals.

In the course of your regular performance check-ins with your manager, you may discover the need to improve upon one or more skills or behaviors in order to reach your development goals.  Although Syensqo does not currently facilitate mentor / mentee matching on a broad scale, there are several ways that you can find a mentor to support your development.

• Mentors can be senior to you in your company, executive leaders in the same or another GBU or function, customers, strategic partners, respected members in your industry, or people who are doing the job to which you aspire.  
• Mentoring relationships can be formal or informal. They can also come from all parts of your life, not just your professional life.
• Be clear about what you are looking for in a Mentor and what support you need. Think about what you would like to get out of the relationship and your career goals.
• Ask your Manager to tap into their network.
• After identifying someone, the next step is to simply ask, “Would you be willing to be my mentor?” Explain why you asked this particular person and what you hope to get out of the relationship. 

1. The Mentee identifies a match.
2. The Mentor and Mentee meet to get acquainted with each other.
3. Mentor and Mentee(s) clarify development needs and goals
4. Mentee(s) defines a development plan and ask for a review by the Mentor
5. Mentor encourages Mentee(s) to try new behaviors and serves as a role model.
6. Mentee applies what they’ve learned and receives feedback from the Mentor
7. Mentor and Mentee(s) evaluate the individual’s progress.