Reverse-mentoring has been the topic of conversation at Stanton House over the last month and it’s a conversation we plan to continue into 2019.
We recently produced a white paper focused on reverse-mentoring and its ability to improve diversity, retain millennial talent, broaden your demographic and even support your commercial objectives in the process.
We spoke exclusively to thought-leaders, industry experts and the organisations who have mastered reverse-mentoring and presented their stories as case studies for you to take back into your organisations, as insightful reads but more importantly, evidence that the initiative works and that you should try it too.Then it was time to launch to our network and we decided two back-to-back events in Reading and London was the perfect opportunity to bring the white paper to life and see just how much of an impact one paper can have.
Over two mornings, 80 HR professionals joined us from across Europe to listen to our esteemed panels who offered opinion, experience and practical advice of how to follow in their footsteps.
Our spectacular panel was formed of Greg Young, CEO and founder of LeaderShape Global and VP of Balanced Leadership on the PWN Board; Ella Brown who is charged with reverse-mentoring the entire workforce of Microsoft UK, Laure Le Douarec, who created the reverse-mentoring scheme at BP 20 years ago who has since gone onto replicate the initiative at Nestle, Allianz and more; Adrian Edwards, Managing Partner of EMEIA at EY and his reverse-mentor, Sayeh Ghanbari, also a partner of EY.
The panellists, led by David Garstang our Manager of Human Resources, explored the concept of the ideal mentor, how reverse-mentoring can improve racial, intergenerational, hierarchical and gender diversity, how it can help you develop as a leader and pragmatically, how to go about implementing a scheme of your own.
The debates had everyone thinking. Every single guest took notes and a copy of our white paper away to try and make an impact to their organisation and we can only look forward to being updated on the progress of these schemes.
