Many innovative organizations are exploring reverse mentoring: a method that takes mentoring and flips it on its head. In reverse mentoring, the mentee is the older, more senior leader, while the mentor is the more junior, often younger, employee.
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We found that leaders’ natural behavioral styles can influence which leadership approach they prefer to use, but that leaders with high adaptability and versatility adjust their approach when followers require a high degree of relationship support.
For mentoring to be meaningful, it should be approached with some rigor, planning and role definition. While some aspects of a mentoring relationship develop naturally, the relationship must have a defined goal to be meaningful.
This case study proves that leaders can’t afford not to go through leadership training.
Leverage the principles of human motivation to improve employee performance over time.
Develop character fitness across four key areas to increase productivity and engagement.
Increase communications and decrease conflict by implementing accountability in the workplace.