Mentoring Across the Generations

Often perplexed as to why mentoring programs were secretive career development for the "High Potential" in my earlier work-life, I felt I was on a row against the current trying to influence Sr. Leadership to broaden the involvement. I imagined that all employees, given the access to new learning and application, could raise their value and increase their potential in an organization (ultimately increasing productivity, reducing costs and increasing bottom - line profit ~ exactly what business owners want!)

I came across an interesting article in the May 2011 issue of Chief Learning Officer entitled, "What if Millennials Ran Your Mentoring Program?" and it outlines mentoring across the generations, but specifically as I had once only imagined it.

The generational differences have been a key knowledge tool for organizational development. Mentoring programs are the best place to apply this tool. Since the days of traditional formal mentoring, the one-to-one relationship, social networking has emerged in the last two decades. Millennials view communication not only as face-to-face exchanges, but even more so as virtual, as needed, exchanges via the internet.

Millennials view mentoring as a way to create learning connections, when needed, and as a sharing opportunity. Doesn't that change the definition of who is qualified to be a mentor? They see a more open, informal approach to mentoring where everyone has the opportunity to grow, learn, follow passions and interests. Add a program design like this to a more formal program and you are doubling your internal development factor and reaching more generational differences. 

The time to examine your program's impact is now as Boomers are beginning to retire with a wealth of knowledge and Millennials are hungry for learning opportunities. 

Karrie Raine
ASTD Treasure Valley President