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We should be aware of the basics of mentoring.

Let us quickly recap

Mentoring is more than simple advising. Mentoring

emerges from an extended relationship built on a foundation of both professional

and personal knowledge. The relationship between each mentor and trainee

must be based upon a common goal: advancement of the academic, career, and

personal growth of the trainee. However, this is not the only effect of good

mentoring; both mentor and trainee may benefit greatly from this relationship.

Mentoring extends beyond the training phase of one's professional development,

and often, mentor-trainee relationships may continue throughout the better part

of a career. (Source: WWW)

Has the time has come for us to call mentoring as “Traditional”? Or is that some organizations are still unaware about “Mentoring”?


Things are fast changing.

Let me share this new dimension about mentoring to you all.

“Reverse Mentoring”

If mentoring is top to bottom approach, it is just the reverse for reverse mentoring.

Corporates have got fat recruitment targets at any time. This is often due to the boom and buoyancy that our economic fronts are facing today.

The bulk recruitment takes place in the entry level. There is a talent war that is happening at this level. The companies are adopting campus recruitment as a key tool for sourcing candidates.

Companies hunt for “Day Zero Slots” at campuses to ensure they peel of the creamy layer from the campuses.

They get successfully inducted and it is expected to come up with lot of fresh knowledge as they are fresh.

It is expected that they are updated with fresh skill sets which the organization can leverage upon.

The HR department should try (trying) to use that fresh talent to inject on those associates who are relatively old and who are not aware the recent developments in their skill set.

Should I settle to say that this is what is called as “Reverse Mentoring?”

Forms of RM


1 Knowledge Management Portals

2 Learning sessions

3 Knowledge sharing sessions


1 Inputs in brainstorming sessions

2 Content development in training sessions

3 Cubicle help to peers


1 Infusion of fresh talent

2 Identification of new skill


So much of writing. Readers, you too share…

From India, Madras
Hi Vignesh,
I read your article and its really value adding...many companies are these days adopting this mentoring practice as a means to develop and grow their employess and also to provide a platform to share not only professionl problems but also personal ones.
This helps the employee to have one real friend and coach at work.

The direct & indirect action points that you have mentioned are of a pure simple team work exercise for employees who have joined in freshly..i mean freshers...
I bet Reverse Mentoring is a Misnomer here...
Vinod Vijapur

From India, Mumbai
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